Why ask your employees dozens or hundreds of questions to measure their employee engagement if you can get the most accurate results by asking only 12?
Gallup researchers spent decades writing and testing hundreds of questions, because their wording and order mean everything when it comes to accurately measuring engagement. Their research yielded Gallup's Q12 survey: the 12 questions that measure the most important elements of employee engagement.
In this video, Dr. Jim Harter discusses one of the most powerful questions for measuring engagement: “I know what is expected of me at work.” Groups that have high scores on this item are more productive, more profitable, even more creative. Substantial gains on the first element alone often correlate with productivity gains of 5-10%, thousands more happy customers, and 10-20% fewer on-the-job accidents.
The greatest pitfall of this element is that managers assume the simplicity of the statement means the issue requires only a basic solution: “If people don’t know what’s expected, I’ll just tell them.”
“Knowing what’s expected” is more than a job description. It’s a detailed understanding of how what one person is supposed to do fits in with what everyone else is supposed to do, and how those expectations change when circumstances change. A good team, some say, is a lot like a great jazz band in which each player listens to the other instruments as he plays his own. The better they pay attention to the rest of the band and work their way into the music, the better the result.
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(This description is a revised excerpt from the bestselling book 12: The Elements of Great Managing. Copyright © 1993-1998, 2014 Gallup, Inc. All rights reserved.)
