{"id":929,"date":"2009-12-14T14:42:30","date_gmt":"2009-12-14T14:42:30","guid":{"rendered":"http:\/\/www.questionpro.com\/?p=929"},"modified":"2023-09-04T09:52:16","modified_gmt":"2023-09-04T09:52:16","slug":"do-engaged-employees-make-profitable-companies","status":"publish","type":"post","link":"https:\/\/www.questionpro.com\/blog\/do-engaged-employees-make-profitable-companies\/","title":{"rendered":"Do Engaged Employees Make Profitable Companies?"},"content":{"rendered":"

Engaged Employees<\/h2>\n

As part of my strategic marketing work, I also dabble in employee or HR surveys<\/a> for a few selected clients. While I’m not an HR expert, I can easily see the relationship between engaged employees, engaged customers, and the ultimate effect both groups have on your bottom line.<\/p>\n

It used to be that both customer and employee surveys<\/a> were fairly customized to each organization. But this made it difficult to benchmark your organization to other high-performing organizations. Then came Reicheld’s Net Promoter Score<\/a> which correlated the number of “Promoters” to profitability. The way to measure your Net Promoter Score <\/a>is to take those people that gave you the \u00a0top ratings and subtract them from those that gave you the lowest rating. \u00a0A score of 75% or better is a world class organization.<\/p>\n

But what about employee surveys? \u00a0Is there a standard there? The Gallup organization has developed what they call the Gallup Q12. \u00a0It’s based on their book 12: The Elements of Great Managing.<\/a><\/p>\n

What NPS is to customer loyalty, the Gallup Q12 is to employee engagement<\/a>. Put simply, after over 30 years of conducting employee surveys, the Gallup <\/a>organization has distilled down the 12 most profitability predicting questions that you can use to measure employee engagement.<\/p>\n

You can use employee opinion survey questions<\/a>. Those questions provide valuable insights into employee morale, enabling organizations to make informed improvements and foster an engaged workforce.<\/p>\n

Learn more: <\/b>employee engagement survey examples<\/a><\/p>\n

Gallup says that a ratio of 1.5 to 1 is the average healthy company’s employee engagement. \u00a0And a ratio of 8:1 is a world-class company’s employee engagement ratio.<\/p>\n

\"Do<\/p>\n

To measure how engaged employees are, use the following questions<\/a>:<\/p>\n

After 80,000 in-depth interviews with managers in over 400 companies, Gallup Organization says that measuring the strength of a workplace can be simplified to these questions.<\/p>\n

While Studer Group’s five\u00a0Must HavesSM<\/sup><\/a> address all of these, Rounding for Outcomes is particularly effective.<\/p>\n

1.\u00a0Do I know what is expected of me at work?<\/p>\n

2. Do I have the materials and equipment I need to do my work right?<\/p>\n

3.\u00a0At work, do I have the opportunity to do what I do best every day?<\/p>\n

4.\u00a0In the last seven days, have I received recognition or praise for doing good work?<\/p>\n

5.\u00a0Does my supervisor, or someone at work, seem to care about me as a person?<\/p>\n

6.\u00a0Is there someone at work who encourages my development?<\/p>\n

7.\u00a0At work, do my opinions seem to count?<\/p>\n

8.\u00a0Does the mission\/purpose of my company make me feel my job is important?<\/p>\n

9.\u00a0Are my co-workers committed to doing quality work?<\/p>\n

10.\u00a0Do I have a best friend at work?<\/p>\n

11.\u00a0In the last six months, has someone at work talked to me about my progress?<\/p>\n

12.\u00a0This last year, have I had opportunities at work to learn and grow?<\/p>\n

From\u00a0First, Break All the Rules, What the World’s Greatest Managers Do Differently<\/em> by Marcus Buckingham & Curt Coffman, Simon & Schuster, 1999.<\/p><\/blockquote>\n

I’ve taken this information and created the following template of the Gallup 12 survey to use with my clients. \u00a0You’ll notice that it uses a 5-point scale. \u00a0That appears to be standard. \u00a0But one thing the Gallup organization won’t share because they want you to buy their benchmark, is how to break out those 5 points and designate specifically what ratings correspond with how engaged the employee is.<\/p>\n

LEARN ABOUT: Employee Care<\/a><\/p>\n

I’ve made the executive decision to break mine out this way:<\/p>\n

1 \u00a0and 2= Actively Disengaged<\/p>\n

3 = Neutral or Not Engaged<\/p>\n

4 and 5 = Engaged<\/p>\n

I’m currently in search of other ways to break these out and if your organization is using the Gallup Q12, what has been YOUR experience with this tool?<\/p>\n