the q12's of engagement

Khanh Vu – Strengths Warrior & Digital Headhunter Maximizer I Adaptability I Strategic I Activator I RelatorPassionate about your Career [email protected]

The Q12’s of Engagement

GALLUP Q12’S

Finding the right questions:• 3+ Million Employee Interviews

• 10+ Million Customer Interviews

• 2+ Million “Fit to Role” Reviews

• 200,000 Managers Interviews

• 100,000 Leadership Interviews

• Concurrent study of recent advances in neuroscience, phycology, economics

1: DO I KNOW WHAT IS EXPECTED OF ME AT WORK?

Gallup’s research shows that many great work places have:

1. Defined the right outcomes2. They set goals for their work groups or work with them to

set their goals3. They do not just define the job but define success on the

job

For work groups to be aware of their expectations, they should have a way to rank, rate or count as many of the desire outcomes as possible. These measures of performance should fit with what the rest of the organization is saying & doing.


2: DO I HAVE THE MATERIALS & EQUIPMENTS I NEED TO DO MY WORK RIGHT?

Based on Gallup’s extensive research, Great Managers:1. Find out what people need in the way of materials &

equipment2. Place the responsibility for this on the work groups3. Make sure work groups know how to earn the right to

certain materials & equipment

A great way for work groups to increase their responsiveness to this question is to determine what “materials & equipment” means to them. Sometimes they are referring to accessibility of information rather than specifically to materials & equipment


3: AT WORK, DO I HAVE THE OPPORTUNITY TO DO WHAT I DO BEST EVERY DAY?

Keep each work group member’s talents in mind,1. To build relationships2. Help others identify their unique talents

• It is vital that every individual understands his or her strengths & weaknesses.

• To promote this is to have discussions what each person believes his or her leading strengths are, in terms of skills, knowledge & innate talents.

• Write strengths down & openly displayed in work area often helps.


4: IN THE LAST 7 DAYS, HAVE I RECEIVED RECOGNITION FOR DOING GOOD WORK?

Promote a recognition-rich environment• Be specific, predictable, frequent & instantaneous (authentic)

• Make sure you know how others like to be recognized (individualization)

• A good rule of thumb is to give recognition about once a week. • Whenever a person does something, there are consequences

(Cause & Effect). Those consequences will affect whether work groups engage in that behavior again.

• We know that to get the results or consequences we want, frequent praise can encourage the behavior that produces it.


5: DOES MY SUPERVISOR, OR SOMEONE AT WORK, SEEM TO CARE ABOUT ME AS A PERSON?

REMEMBER: People leave managers, not companiesA productive workplace is one in which people feel safe to:1. Experiment, 2. Challenge, 3. Share Information,4. Support each other and 5. Where the work groups are prepared to give the manager

& the organization the “Benefit of the doubt.”

• Workgroups must FEEL cared for. • Relationships are the glue that holds great workplace

together.


6: IS THERE SOMEONE AT WORK WHO ENCOURAGES MY DEVELOPMENT?

DEVELOPMENT means – helping individuals find roles that fit their natural strengths:Their unique combination of skills, knowledge & talent.

Previous Gallup findings have concluded that workgroups that receive high scores on this particular item; • Do not try to put in what was left out, but rather try to draw

out what was left in. • They provide constant feedback• Find creative development opportunities for each other


7: AT WORK, DO MY OPINIONS SEEM TO COUNT?

Work groups who give high scores on this item feels they have access to channels of communication across different levels or divisions of the organization. Their managers work to maintain those channels.

Groups do not function well when the work group members feel insignificant or irrelevant.

Managers should ask work groups: • For their opinions• Include their ideas in decision-making process whenever

possible• Create a space where everyone has a chance to express

his or her ideas


8: DOES THE MISSION/PURPOSE OF MY COMPANY MAKE ME FEEL MY JOB IS IMPORTANT?

This question measures a key source of motivation for work groups – that the idea that their organization represents, values that they themselves share.

Effective workplaces cultivate that feeling, including providing constant clarification of the overall mission of the organization, as well as the ways in which each individual team members contribute to the achievement of the mission.

We are likely to stay committed longer if we FEEL we are part of something bigger than ourselves.


9: ARE MY CO-WORKERS COMMITTED TO DOING QUALITY WORK?

Provide clear quality standards & keeping those standards at the forefront of work group member’s mind. Thus work groups are capable of accurately evaluating their own performance, as well as that of their teammates.

• Clear communications of standards enhances accountability & builds trust amongst coworkers.

• Have clear definition of what “quality” means to the organization.

• Best place to start is with customers, both internal & external.


10: DO I HAVE A BEST FRIEND AT WORK?

Is there someone at work you would consider a best friend at work.

Does this person• Share your values?• You can trust?• Watches out for you?• Your go to person to make you feel more confident in

making decisions, taking risks, being more productive because you don’t have to spend a lot of time watching your back?

Do you feel like that there is more open communication within your team?


11: IN THE LAST 6 MONTHS, HAS SOMEONE AT WORK TALKED TO ME ABOUT MY PROGRESS?

One of Gallup’s most consistent findings has been that FEEDBACK improves performance.

High-scoring groups establish structured feedback processes

- clearly define goals & achievement levels

- meet regularly with each work group member to track his or her progress towards those goals

We need feedback to know how far we have come. We need signs to track our progress (growth).


12: THIS LAST YEAR, HAVE I HAD OPPORTUNITIES AT WORK TO LEARN & GROW?

Engaged work groups need to feel that their job contributes in some way to their professional or personal development.

Great workplaces are those in which work groups are provided with educational opportunities that address their development i.e.: Formal classes or finding new experiences to take on.

Define what “opportunities” mean:• Training classes/seminars• Promotions & increased responsibilities • Working on special projects or assignments


The 12 statements of engagement

This eighth iteration of the meta-analysis further

confirmed the well-established connection between employee

engagement and nine performance outcomes:

• customer ratings• profitability• productivity• turnover (for high- and low-turnover organizations)• safety incidents• shrinkage (theft)• absenteeism• patient safety incidents • quality (defects)

THANK YOU

Join the movement!

Take Action. Invest in yourself. Deepen your self-awareness. The moment is now

[email protected]

Source: 1. Gallup’s State of the Global workforce Report 2013

http://www.satoriandco.com/