Employee Engagement Measured In 12 Questions

12 Questions To Measure Employee Engagement

In the early 1990s the Gallup Organization, which conducts the often-quoted Gallup Polls, developed set of questions designed to identify and measure the elements of employee engagement that most closely affected the bottom line–things like increased sales, high productivity and creating customer loyalty.

What emerged from Gallup’s decades of research, which eventually involved millions of workers, became known as the Q-12. The Q-12 consists of 12 statements that can successfully predict employee and workgroup performance by measuring employee engagement.

From an employee perspective, these same 12 questions can serve as a self-check on employee engagement. The 12 questions are a useful way of determining if a job is worth keeping or if it is time to move on. If you answer ‘no’ to more than three or four of these questions, it may be time to update your resume.

Here are the famous 12 questions for measuring employee engagement:

• Do you know what is expected of you at work?

• Do you have the materials and equipment you need to do your work right?

• At work, do you have the opportunity to do what you do best every day?

• In the last seven days, have you received recognition or praise for doing good work?

• Does your supervisor, or someone at work, seem to care about you as a person?

• Is there someone at work who encourages your development?

• At work, do your opinions seem to count?

• Does the mission/purpose of your company make you feel your job is important?

• Are your associates (fellow employees) committed to doing quality work?

• Do you have a best friend at work?

• In the last six months, has someone at work talked to you about your progress?

• In the last year, have you had opportunities at work to learn and grow?

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