How are businesses doing with the Gallup engagement Q12? Here’s the data.

The Gallup engagement Q12 survey has been around for over twenty years now. It’s great stuff and I use it often in both strengths training and management and leadership training. It’s been rigorously tested and it’s the way to go for any company that is looking to measure and increase engagement.

But what’s it like in the trenches? Has the dial moved? Are workers now more able to agree that each question is true for them, leading them to greater engagement?

Here’s the percent of global employees that strongly agree that each of the Gallup Q12 engagement questions are actually happening for them. First you’ll see the statement, then the percentage of workers that are able to say, “yes, that’s true for me.” 

Remember, it’s sequential. #1 is the building block for #2 and on and on all the way up to #11 is the building block for #12. 

How engaged are we?

1. Do you know what is expected of you at work?

One in two global employees strongly agree. 


2. Do you have the materials and equipment to do your work right?

One in three global employees strongly agree. 


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

One in three global employees strongly agree. 


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

One in four global employees strongly agree. 


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

Four in ten global employees strongly agree. 


6. Is there someone at work who encourages your development?

Three in ten global employees strongly agree. 


7. At work, do your opinions seem to count?

One in four global employees strongly agree. 


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

One in three global employees strongly agree. 


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

One in three global employees strongly agree. 


10. Do you have a best friend at work?

Three in ten global employees strongly agree. 


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

One in three global employees strongly agree. 


12. In the last year, have you had opportunities to learn and grow?

One in three global employees strongly agree. 

The highest score was 40% for ‘someone at work cares about me as a person’. That’s great, except a 40 is still a failing grade.

The lowest score was 25% for ‘in the last seven days someone has recognized my good work’. Sigh.

There’s work to be done – by all of us, no matter the role. Many of these questions can be helped by co-workers caring about each other and recognizing good work, regardless of the role.

But this should especially put people in management and leadership positions on notice. 25-40% is not going to cut it. 

If you want more from your people, you need to give them more. In this case, more doesn’t mean more money or a better job title. 

There’s work to be done.


(data from It’s the Manager book by Jim Clifton and Jim Harter) 

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