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Improve Employee Engagement with Gallup Q12®

Productivity issue

Let’s put our hands on our heart: there’s no company that does not struggle with performance issues in their operation. Research studies confirm that the level of employee engagement has the biggest impact on productivity.

Despite the enormous efforts companies had put into improving employee engagement they achieved moderate results: the latest research on employee engagement has yielded that only 23% of employees are actively engaged

Data show that when CxOs intend to address their companies' efficiency and performance KPIs, they can not neglect the level of engagement as it is the primary driver to organizational productivity.

Gallup has analyzed over 3.3 Million workers across 100,000+ teams

Gallup has tracked employee engagement across thousands of organizations globally using their engagement survey, which measures employees’ perspectives on the most crucial elements of the workplace culture.

The Gallup Q^12® survey has become a cornerstone in measuring engagement, it is based on more than 30 years of in-depth behavioural economic research involving more than 35 million people and validated on the largest employee population ever.

The survey is centered around core business elements that have proven to be the most effective survey questions for measuring employee engagement, providing employers with a wide variety of benchmarks for increasing employee engagement levels and reaching company goals.

You may say that you measure your employee engagement differently, but no other measure is proven to link to performance like the Q12®.

Many employers use surveys to sample employees’ opinions but either they fail to challenge providers about their measurement method or worse they fabricate an own one without considering its relevance.

Most of the self-made surveys simply fail to predict performance (they measure employee engagement the wrong way), no wonder why the initiatives implemented almost have no effect.

Data-Driven Comparison by Gallup

When comparing employee engagement levels, Gallup found that top- and bottom-quartile business units and teams had the following differences in business outcomes:

Positive Outcomes

10% in customer loyalty/engagement
14% in productivity (production records and evaluations)
18% in productivity (sales)
23% in profitability
70% in wellbeing (net thriving employees)
22% in organizational citizenship (participation)

Negative Outcomes

78% in absenteeism
21% in turnover for high-turnover organizations
51% in turnover for low-turnover organizations
28% in shrinkage (theft)
63% in safety incidents (accidents)
58% in patient safety incidents (mortality and falls)
32% in quality (defects)

Measuring the level of Engagement with the Q12®

The survey consists of twelve statements which show the highest correlation to employee engagement.

We might think that this is a small number when it comes to such a multidimensional issue as employee engagement. However, the questionnaire is based on only the most relevant statements, that show the highest correlation to employee engagement and organizational effectiveness.

While some other aspects may be important to you or you believe can play a role, Q12® measures the most impactful items of engagement. Anyway, you still can tailor your survey questions further to extract valuable insights that lead to better business outcomes.

The Q12® simplifies this process, focusing on actionable insights to improve workplace performance effectively.

How can we help?

We focus on the major driver of Employee Engagement:

Contrary to the mainstream belief it is not HR’s task to deal with employee engagement, it should be a manager’s primary responsibility.

Gallup found that Managers account for 70% of the variance in team employee engagement.

That’s why our employee engagement program provides insights and actions primarily for them.

Hassle-free preparation:

You don’t need to prepare yourself for a long discussion prior to having the survey, we make is easy for you. Just a brief negotiation and you can give it a go.

Actionable results:

You won’t just get numbers. You'll get the meaning behind your results and the advice you need to act fast.

Manager learning insights:

The survey comes with learning and advice that managers can access every day to develop targeted conversations with teams and improve management practices.

Follow-ups:

We provide follow-up sessions to turn knowledge into action and support behavioural change.

Based on the survey results, we offer customized support to help managers and teams effectively address the identified needs and drive meaningful improvement.

CLIENTS TRUST US

to support their managers