I ran across the Gallup Q12 the other day. The Gallup Q12 is an employee engagement survey (the Q12 stands for the twelve questions). Why is it considered important to measure employee engagement? Because companies with engaged employees, “exhibit lower turnover, higher sales growth, better productivity, better customer loyalty and other manifestations of superior performance.”
Gallup uses these questions to measure the American workplace on an ongoing basis. Unfortunately most companies either don’t know about the Gallup Q12, don’t know how to use the information the Gallup Q12 provides to improve their employee engagement, or don’t care enough about employee engagement to really make an effort.
How do we know this? Because the most recent figures show that only 30% of employees feel engaged at work. You can download the most recent report here.
I want that to change. It’s a big amount but imagine if we could reverse that percentage? What if 70% of people loved their work? I think the only way to start is with individuals. Why? Because we’ve had corporate consulting, coaching and counselling on the scene for years now and it still doesn’t seem to be making much of a dent. We can’t wait for a top-down approach anymore. I get excited about helping individuals reclaim work as a good word. One-by-one, maybe we’ll make a dent in that percentage, no matter how daunting it seems.
Get yourself started by figuring out your own answers to the twelve questions:
- Do I know what is expected of me at work?
- Do I have the materials and equipment I need to do my work right?
- At work, do I have the opportunity to do what I do best every day?
- In the last seven days, have I received recognition or praise for good work?
- Does my supervisor, or someone at work, seem to care about me as a person?
- Is there someone at work who encourages my development?
- At work, do my opinions seem to count?
- Does the mission/purpose of my organization make me feel like my work is important?
- Are my co-workers committed to doing quality work?
- Do I have a close friend at work?
- In the last six months, have I talked with someone about my progress?
- At work, have I had opportunities to learn and grow?
Are you one of the 30% or do you fall into the other 70%? Which factors would you say contribute most to where you would rate yourself? Are there items on this list that you can address with your manager?