Gallup Q12 Assessments

​​Gallup has surveyed over 30 million people worldwide to create the most comprehensive database of engagement data.

​Multi-dimensional surveying provides a "Rubik Cube" style view of engagement across teams, role types, locations, tenure, etc. The dimensions are customisable and by company and industry. 

The goal of the Q12 engagement survey is not to have employees complete a survey and move on. The goal is to start a conversation between managers and each of their employees. And this is a survey that does just that - it allows employees to communicate their needs, allowing your managers to know which needs to focus on that will drive improvements in employee engagement.

Q12 is an engagement survey that measures staff satisfaction using a framework informed by Maslow's Hierarchy of Needs across 12 key dimensions. These results can also be benchmarked against the world's best teams. Unlike a Pulse Survey, the Q12 does not only compare one year's results against the last, but retains the international benchmarking to ensure excellence is being pursued year on year. 

How Collagis can help your organisation?

Collagis uses a combination of the Gallup Q12 assessment and Executive coaches to conduct a baseline analysis to understand your team's level of employee engagement and areas of strengths and opportunity.

Using this data, Collagis guides Leaders and there teams to develop an Engagement Strategy and action plan, and define engagement interventions that can be used to improve employee engagement and build high performance teams. 

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Frequently Asked Questions

What are the key signs of engaged employees? 

• Psychologically committed to the company.
• Consistent levels of high performance.
• Innovative and drive for efficiency. 
• Intentionally build supportive relationships.
• Clear about outcomes of the role. 
• Passionate, high energy and enthusiastic. ​
• Loyal to the company, workgroup and role.
• Broaden what they do and build on it.

What are some of the benefits of employee engagement? 

According to Gallup, engaged associates are: 

• 2x more likely to say that they are extremely satisfied with their personal life. 
• 4x more likely to evaluate their condition of life as excellent. 
• 11x more likely to indicate that they are extremely satisfied with their current company as place to work

Compared with actively disengaged associates. 

What is the Manager/LEADER ROLE IN EMPLOYEE ENGAGEMENT? 

According to Gallup: 

• One in two employees have left their job to get away from their manager.
• Gallup has consistently found that managers play the most significant role in impacting employee engagement.
• A strengths-based approach to managing is the single best method for improving the employee-manager relationship.

According to Gallup, the top 3 ways Managers can accelerate employee engagement is by:

1. Select the right people.
2. Develop employees' strengths.
3. Enhance employees' well-being.

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