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Understanding Employee Engagement Factors

Employee engagement refers to an employee's commitment and involvement in their organization and its values. There are three aspects that influence engagement: individual psychology and experience, the employer's ability to create an engaging environment, and interactions between employees. Gallup's Q12 survey measures engagement through 12 key expectations like knowing what is expected at work, having necessary materials/equipment, opportunities to do best work, recognition, caring supervision, encouragement, input that counts, important purpose, committed associates, friendship, feedback, and growth opportunities. The Q12 has been taken by over 1.5 million employees across 87,000 work units.

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Mitali Chavan
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515 views10 pages

Understanding Employee Engagement Factors

Employee engagement refers to an employee's commitment and involvement in their organization and its values. There are three aspects that influence engagement: individual psychology and experience, the employer's ability to create an engaging environment, and interactions between employees. Gallup's Q12 survey measures engagement through 12 key expectations like knowing what is expected at work, having necessary materials/equipment, opportunities to do best work, recognition, caring supervision, encouragement, input that counts, important purpose, committed associates, friendship, feedback, and growth opportunities. The Q12 has been taken by over 1.5 million employees across 87,000 work units.

Uploaded by

Mitali Chavan
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
  • Employee Engagement: Defines employee engagement and its importance in organizations, along with key aspects from global studies.
  • Categories of Employee Engagement: Describes different levels of employee engagement: Engaged, Not Engaged, and Actively Disengaged.
  • Factors Influencing Engagement: Illustrates various factors like leadership, empowerment, and communication that influence employee engagement.
  • Gallup's Q12: Introduces the Gallup Q12 survey tool used for measuring employee engagement across various organizations.
  • 12 Key Employee Expectations: Lists the 12 key expectations of employees that when fulfilled enhance engagement levels, detailing important questions for assessment.
  • Q12 Question Categories: Groups the 12 employee expectations into categories like Basic Needs, Management Support, Teamwork, and Growth for structured assessment.
  • Acknowledgements: Final gratitude page, visually acknowledging participants and contributors.

Employee Engagement

Employee engagement is the level of commitment and


involvement an employee has towards their organization
and its values.

Three basic aspects of employee engagement according to


the global studies are:-
• The employees and their own unique psychological make
up and experience
• The employers and their ability to create the conditions
that promote employee engagement
• Interaction between employees at all levels.
CATEGORIES OF EMPLOYEE
ENGAGEMENT

Engaged
Not Engaged
Actively Disengaged
GALLUP’S Q12
•The Gallup Q12 is a survey designed to measure employee
engagement.

•The instrument was the result of hundreds of focus groups and


interviews.

•Researchers found that there were 12 key expectations, that


when satisfied, form the foundation of strong feelings of
engagement.

•So far 87,000 work units and 1.5 million employees have
participated in the Q12 instrument.
12 KEY EMPLOYEE
EXPECTATIONS

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?
Each of the 12 questions is rated on a five-point
scale and is one of the following four categories:

Basic Needs – two questions

Management Support – four questions

Teamwork – four questions

Growth – two questions


THANK YOU

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