(From the Gallup Management Journal, “Feedback for Real”
Author: John Thackray - online 7/16/07 at http://www.artsusa.org/pdf/events/2005/conv/gallup_q12.pdf
I've been fortunate enough to have gone through a couple of courses put on by The Galllup Management Organization. I'm a firm believer in Strengths Based management philosophies and have seen related methodologies applied to successful end .
I spent a day with Laura this past weekend, who's got years of experience in HR - we had a great discussion around employee engagement (she's got a new and growing business). Having just talked about some of Gallup's methodologies with another friend, it was fresh on the mind - I love this stuff!! Sorry if this one's not as sexy as "Hottie for Hire"... It happens to be one of my favorite topics... besides, if I don't use it, I may lose it!
You can check out the link above for the detailed history of the survey but in a nutshell the survey was developed to help managers accurately assess employee engagement. As Gallup is known to do, they collected and researched data from interviews of employees at all levels within a number of organizations. They found that there were twelve core questions that when answered in the affirmative strongly suggested employee engagement. Why bother? There are a couple of reasons. Most importantly, because engaged workforces are more productive overall. Secondly, a disengaged employee is an active employee - who knowingly or unknowingly tears down the very walls your productive employees build.
The 12 questions are:
1) Do you know what is expected of you at work?
2) Do you have the materials and equipment to do your work
right?
3) At work, do you have the opportunity to do what you do best
every day?
4) In the last seven days, have you received recognition or praise
for doing good work?
5) Does your supervisor, or someone at work, seem to care about
you as a person?
6) Is there someone at work who encourages your development?
7) At work, do your opinions seem to count?
8) Does the mission/purpose of your company make you feel your
job is important?
9) Are your associates (fellow employees) committed to doing
quality work?
10) Do you have a best friend at work?
11) In the last six months, has someone at work talked to you
about your progress?
12) In the last year, have you had opportunities to learn and grow?
The GO collects and arranges an engagement index, too, which is especially helpful when you conduct the Q12 survey with them. They use the index for comparative analysis - putting your individual team and/or company results into some context.
The index has the following designations:
• Engaged employees - work with passion and feel a profound connection to
their company. They drive innovation and move the organization forward.
• Not-Engaged employees - are essentially “checked out.” They are
sleepwalking through their workday. They are putting in time, but not
enough energy or passion into their work.
• Actively Disengaged employees - aren’t just unhappy at work; they’re
busy acting out their unhappiness. Every day, these workers undermine
what their engaged co-workers accomplish.
Author: John Thackray - online 7/16/07 at http://www.artsusa.org/pdf/events/2005/conv/gallup_q12.pdf
I've been fortunate enough to have gone through a couple of courses put on by The Galllup Management Organization. I'm a firm believer in Strengths Based management philosophies and have seen related methodologies applied to successful end .
I spent a day with Laura this past weekend, who's got years of experience in HR - we had a great discussion around employee engagement (she's got a new and growing business). Having just talked about some of Gallup's methodologies with another friend, it was fresh on the mind - I love this stuff!! Sorry if this one's not as sexy as "Hottie for Hire"... It happens to be one of my favorite topics... besides, if I don't use it, I may lose it!
You can check out the link above for the detailed history of the survey but in a nutshell the survey was developed to help managers accurately assess employee engagement. As Gallup is known to do, they collected and researched data from interviews of employees at all levels within a number of organizations. They found that there were twelve core questions that when answered in the affirmative strongly suggested employee engagement. Why bother? There are a couple of reasons. Most importantly, because engaged workforces are more productive overall. Secondly, a disengaged employee is an active employee - who knowingly or unknowingly tears down the very walls your productive employees build.
The 12 questions are:
1) Do you know what is expected of you at work?
2) Do you have the materials and equipment to do your work
right?
3) At work, do you have the opportunity to do what you do best
every day?
4) In the last seven days, have you received recognition or praise
for doing good work?
5) Does your supervisor, or someone at work, seem to care about
you as a person?
6) Is there someone at work who encourages your development?
7) At work, do your opinions seem to count?
8) Does the mission/purpose of your company make you feel your
job is important?
9) Are your associates (fellow employees) committed to doing
quality work?
10) Do you have a best friend at work?
11) In the last six months, has someone at work talked to you
about your progress?
12) In the last year, have you had opportunities to learn and grow?
The GO collects and arranges an engagement index, too, which is especially helpful when you conduct the Q12 survey with them. They use the index for comparative analysis - putting your individual team and/or company results into some context.
The index has the following designations:
• Engaged employees - work with passion and feel a profound connection to
their company. They drive innovation and move the organization forward.
• Not-Engaged employees - are essentially “checked out.” They are
sleepwalking through their workday. They are putting in time, but not
enough energy or passion into their work.
• Actively Disengaged employees - aren’t just unhappy at work; they’re
busy acting out their unhappiness. Every day, these workers undermine
what their engaged co-workers accomplish.
I've used some of the questions to form the basis of questions I used in my own performance review - (anonymous web based review from direct reports). The responses were insightful and when my official Q12 scores came back there were no surprises.
Thoughts? Comments? Experience?
1 comments:
I think that in any company it is easy to leave disengaged employees- disengaged. It takes a good company and caring employees to fix that.......Yeah. Some do that better than others....
Love the 12 questions- you know i went through all of those...
The new blog was definitely not as exciting as "Hottie for Hire" but definitely important!!
Post a Comment