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Employee Engagement (Gallup Based).

What is Employee Engagement in Human Resource?

Employee engagement is a notion in human resources (HR) that represents a worker's level of passion and commitment to their job. Employees that are engaged meaningfully at the workplace, care about their work and the company's performance, and believe that their efforts matter.

What is the significance of Employee Engagement?

Employee engagement is critical for all businesses because effective solutions help to improve work culture, minimise employee turnover, increase productivity, improve work and customer connections, and impact corporate revenues.

What is the significance of 'Employee Engagement Survey'?

The employee engagement survey can help your company determine how committed employees are and how this commitment influences their work effort. It will help you to study the reasons of dissatisfaction and take appropriate action. Employee engagement is a year-round approach that necessitates commitments and actions. There are numerous advantages to increasing employee engagement, as well as evidence that it has an impact on corporate success.

Engagement necessitates a multi-pronged approach that moves the needle deliberately and consistently over time. Employee surveys are a necessary part of any employee engagement programme. That's why, in order to complete the task properly, you'll require a tool in your engagement tool belt such as ‘Gallup Survey’.

What Do the 12 Questions in the Gallup Survey Really Mean?

Q1: I know what is expected of me at work.

Knowing what is required of you means you understand what you must do and when you must do it. When your job requirements are clear, you acquire a greater knowledge of your contributions to your team and the important position you play in the organisation.

Things to consider when responding to this question:

  • Do you know what your job responsibilities are?

  • Have you discussed with your manager what is expected of you?

  • Do you know what excellence looks like in your job?

  • Do you get ongoing feedback from your manager to clarify expectations?

  • Are there established goals and objectives defined between you and your manager?

Q2: I Have the materials and equipment I need to do my work right.

It's essential to have the resources you need to accomplish your work well. As a result, you should be aware of the types of materials and equipment available to you in your work and discuss them with your management.

Things to consider when responding to this question:

  • Do you have access to tools and equipment (e.g. computer) you need to be successful?

  • Do you have access to software systems and applications that help you perform effectively?

  • Have you discussed with your manager the tools and information you need to perform your job effectively?

  • Do you have regular opportunities to follow up with your manager regarding your resource needs?

Q3: At work, I have the opportunity to do what I do best every day.

Knowing what you're good at and having the chance to do it every day means putting your talent, skills, and knowledge to work. When given the chance to perform at your best, you feel empowered and act with confidence, direction, and hope.

Things to consider when responding to this question:

  • Do you know what part of your job you enjoy the most?

  • Do you know your strengths?

  • Have you discussed with your manager what you would like to do more of in your role?

  • Do you receive feedback and guidance from your manager to identify specific ways to apply your talents to workplace performance?

  • Do you know what distracts you from being as productive as you want to be?

Q4: In the last one month, I have received recognition or praise for doing good work.

Receiving praise for good work has a major impact on your productivity. Recognition can take several forms, including verbal, email, written notes, meetings, and so forth. It can also come from a variety of sources, including a manager, co-worker, subordinate, or customer. It can inspire you, give you a sense of accomplishment, make you feel valued for your job, and teach you how to achieve success.

Things to consider when responding to this question:

  • How do you like to receive recognition for doing good work?

  • Do you know what type of recognition motivates you?

  • Do you know who your biggest cheerleaders are at work and who helps you believe in your success?

  • Do you recognize your co-workers for doing good work?

  • Do you spend enough time celebrating successes at work as a team?

Q5: My supervisor, or someone at work, seems to care about me as a person.

Knowing that someone cares about you as a person fosters a positive and secure working atmosphere. You'll find it easier to interact with others, try out new ideas, share information, and provide personal and professional support to co-workers. Things to consider when responding to this question:

  • Do you know what you need to feel safe and cared about at work?

  • Do you know who cares most about your success at work?

  • Have you talked with your manager about ways you can feel better understood and appreciated?

  • Do you express appreciation for your coworkers’ help, collaboration and contributions?

  • Have you discussed as a team ideas for fostering a caring work environment?

Q6: There is someone at work who encourages my development.

Knowing who encourages and supports your efforts will aid you in navigating your profession successfully. As a result, find a friendly co-worker or manager who can provide coaching, advise, or mentorship to help you learn, grow, and optimise your contributions.

Things to consider when responding to this question:

  • How do you challenge yourself to learn and develop in your role?

  • Do you know which development opportunities you want to pursue to help you achieve your goals?

  • Have you discussed with your manager your performance goals and opportunities for development?

  • Do you ask for feedback on your performance?

  • Do you celebrate your personal best with people who encourage your development?

Q7: At work, my opinions seem to count.

Knowing that your input is valuable and that you are making a meaningful contribution and difference at work makes you feel valued. When others take the time to listen to and comprehend your thoughts and ideas, you will feel more included and valuable. Things to consider when responding to this question:

  • Do you know what makes you feel valued at work?

  • Do you share your opinions with your manager?

  • Have you determined who the best person is to listen to your thoughts and opinions?

  • Are you open to feedback after you share ideas or opinions?

  • Do you contribute to a safe work environment by demonstrating appreciation when others share their opinion?

Q8: The mission or purpose of my company makes me feel my job is important.

Work that is meaningful to you and that you look forward to doing every day is a powerful motivation. You will sense a link between your employment and your own mission. This increases your chances of staying with the institution and feeling like you're part of something bigger than yourself.

Things to consider when responding to this question:

  • Do you understand your institution’s mission and purpose?

  • Do you know what is most meaningful to you about the work you do?

  • Have you identified how you contribute to your team’s success each day?

  • Have you talked to your manager about how your work contributes to the mission?

  • Have customers, co-workers or your supervisor told you that you make a difference?

Q09. My associates or fellow employees are committed to doing quality work.

Knowing that your co-workers are committed to the highest standards, promotes an atmosphere of mutual trust and respect for each other's efforts and outcomes. It's easier to focus on serving customers, communicating issues, working on initiatives, and enhancing productivity when everyone contributes in to get the job done.

Things to consider when responding to this question:

  • Do you know what “quality” means to you?

  • Have you discussed as a team what “quality” and “commitment to quality” look like?

  • Have you identified barriers that could get in your or your team’s way of doing quality work?

  • Do you recognize when team members demonstrate a commitment to excellence?

  • Have you talked to your manager about ways you can help your team produce higher quality work?

Q10. I have a best friend at work.

On the workplace, having genuine, respected, and trusted connections might make you feel as if you have someone who is rooting for you and watching out for you. When you have a friend or coworker to assist you celebrate accomplishments, lean on during difficult times, and offer support, making decisions, taking risks, and being more productive is easier.

Things to consider when responding to this question:

  • How are you building trusting relationships at work?

  • Do you know which team members you can count on and trust?

  • Have you identified how your relationships affect your performance at work?

  • How do you connect with co-workers on a personal level?

  • Have you discussed as a team how you can create a positive and supportive work environment?

Q11. In the last six months, someone at work has talked to me about my progress.

Requesting and receiving feedback will help you acquire a better understanding of how your efforts affect the institution. You will gain a better understanding of how you are performing, how others view the quality of your work, and how to best attain your goals if others provide honest, positive, and constructive performance feedback.

Things to consider when responding to this question:

  • Have you set short- and long-term goals for yourself?

  • Do you have a system to track and evaluate your performance?

  • Do you know what areas you have made the most progress in over the past three months?

  • Do you ask for feedback from your coworkers and manager?

  • Have you talked with your manager about how you would like to receive feedback about your performance and work progress?

Q12. This last year, I have had opportunities to learn and grow.

Humans have a natural urge to learn and improve. Furthermore, the ability of an organization's people to learn, develop, and evolve is critical to its success. When you have the opportunity to learn something new, it inspires and motivates you to seek for better, more effective ways of working. This type of environment fosters creativity and great outcomes. It's also one in which you see yourself as having a career rather than "just an employment."

Things to consider when responding to this question:

  • Do you know what you need to learn to do your job better?

  • Do you have an individualized professional development plan that aligns with your career goals?

  • Have you identified experiences and “stretch goals” that will challenge you this year?

  • Does your manager know your goals?

  • Have you talked with your manager about new opportunities for development at work?

Note: Members can download Employee Engagement Index Sheet (Gallop Based) in HR Library Section of our website.

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