Leaders

How Engaged Are Your Teams?

By February 13, 2019 No Comments

If your employees are ‘happy’, they’re more likely to do a good job and create a great workplace culture. Engaged employees mean better business performance!

Do you know how engaged your employees really are?!

Heard of Gallup? – Aperformance-management organisation that works with organisations across the globe. Their researchers have tested hundreds of questions that measure employee engagement. It’s resulted in 12!

Each of the questions are scored from 1-5. 1 = areas to improve, and 5 = doing well.

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. 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. Do your opinions seem to count?
  8. Does the mission/purpose of your company make you feel your job is important?
  9. Are your colleagues 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?

These questions generate discussion and encourage honest feedback…Make sure you commit to some actions in areas to improve!

About the questions

Look closely at the questions and you’ll see what makes them unique. The questions contain ‘extremes’ that make it more difficult to answer with
a ‘5’ or ‘Strongly Agree’. Extremes have been included on purpose to help to differentiate between the most productive teams and the rest. Removing the extremes would weaken the impact of the question by eliminating the variety of answers provided.

Deliberately there are no questions that relate to pay, benefits, senior management or organisational structure. These types of questions don’t seperate the great employees from the average and poor. Of course, these areas have importance in the workplace, but they are not the answers to attracting and retaining top performers according to Gallup’s research.

Gallup research indicates that employees who responded more positively to the twelve questions also worked in business units with higher levels of productivity, profit, retention and customer satisfaction. That indicates that there is a link between employee opinion and business unit performance, across many different companies. Also, employees rated the questions differently depending on which team or area of the business they worked for rather than which company.

This information indicates that employee answers were driven not by the policies or procedures of the company, but by the influence and ability of the employee’s immediate supervisor.

The line manager makes the difference!

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