Copyright © 2016 Gallup, Inc. All rights reserved. Gallup® and Q12® are trademarks of Gallup, Inc.HPM_CourseFlyer_en-US_092316_bk
High-Performance Team Leader INSTRUCTOR-LED COURSE
The High-Performance Team Leader course incorporates Gallup’s latest research and findings on what it takes to deliver high performance in today’s workplace. Team leaders will learn how to integrate these findings into their own management approach to build and sustain individual, team and organizational performance. Participants will leave this fast-paced, two-day course with the tools, techniques and practical experience they need to more confidently and effectively manage in ways that create and sustain high performance personally, with each team member and with their team as a whole.
Who Should Attend
This course is designed for anyone who manages people and wants proven strategies, principles and activities for engaging every team member and enhancing the team’s overall performance.
What You Can Expect
From this course, participants will gain the practical experience they need to help them more confidently and effectively manage their daily responsibilities.
By attending the High-Performance Team Leader course, you will:
• gain actionable insights into your own talents to help you optimize your strengths as a team leader
• use your talents to individualize your management approach and develop your employees’ talents to improve their productivity
• practice proven techniques for engaging your employees, including leading effective ongoing conversations that enhance team performance
• create management strategies that yield higher levels of performance from your employees and teams
Participants will also learn how to lead individual and team conversations that will help employees understand and appreciate their talents, build their engagement, and establish performance expectations to achieve greater success.
In addition, in the month after the course, team leaders will talk one on one with a Gallup performance coach to sustain the momentum and help address any challenges hindering the team leader’s or the team’s effectiveness, engagement and performance.
Program Format
Two-Day Course
Course Overview
Day One
The Will of the World
The New Path to High Performance
The Skills of Strengths-Based Development
Building a Strengths-Based Team
The Science of Engagement
Day Two
Building Engaging Teams
Assessing Your Team’s Engagement
The Art of Performance
Driving Team Performance
Being a High-Performance Team Leader
This course is conducted at Gallup locations worldwide. Gallup can also deliver this course at your location for groups of 15 or more. Visit http://courses.gallup.com for upcoming dates, locations and tuition information, or contact [email protected] with additional inquiries.
Participants who successfully complete this course can earn professional credit hours from leading professional organizations. You may email [email protected] to receive more information about professional credit hours for Gallup courses.
Program format is subject to change.
Copyright © 2016 Gallup, Inc. All rights reserved. Gallup® and Q12® are trademarks of Gallup, Inc.HPM_CourseFlyer_en-US_092316_bk
High-Performance Team Leader
Participants who attend this course receive the following tools and resources.
Printed Course Materials
Introduction to Employee Engagement
Introduction to Employee Engagement
This guidebook discusses 12 elements that have a powerful influence on employee engagement as revealed by decades of Gallup science and research. The information includes how these elements help team leaders build trust among their employees that leads to high-performance thinking and actions.
Introduction to Strengths-Based Management
Introduction to Strengths-Based Management
This guidebook provides the principles of strengths-based management that Gallup has gleaned from decades of research on what the most effective team leaders and teams do differently by harnessing their strengths for greater productivity and performance.
Managing for Engagement Resource Guide
Managing for Engagement Resource Guide
This powerful resource guide is divided into two sections to help team leaders hone their approach toward building a high-performance team. The first section provides information about how team leaders can use their strengths to individualize their approach and effectively manage others based on their specific talents. The second section includes details about each of the 12 elements of engagement and helps team leaders know what actions to take and how to involve their team, ask better questions and listen effectively to what their employees are saying to accelerate their engagement.
Provided Electronically on USB Flash Drive
Copyright © 2014 Gallup, Inc. All rights reserved.
This document may be copied or reproduced for individual use. It cannot be altered or modified without the written permission of Gallup.
HPTL_ReorderPacket_IndivTool_en-US_061516_bk
1
Strengths Profile for
Employee’s Talents and Strengths:
The Value This Person Brings to the Team:
Most Important Tasks, Responsibilities and
Expectations for This Team Member’s Role:
Motivational Factors:
Performance Metrics/Goals:Opportunities for Development:
Establishing ExpectationsRole and Relationship Orientation
For Team Member
Talents and Strengths (Top Five Clifton StrengthsFinder Themes)
Individual Conversation Tools
The Establishing Expectations: Role Orientation Conversations guide and Strengths Profile tool support each of the individual conversations and provide a place to record notes, observations, insights and actions to take for each employee.
Copyright © 2016 Gallup, Inc. All rights reserved.
This document may be copied or reproduced for individual use. It cannot be altered or modified without the written permission of Gallup.
HPTL_ReorderPacket_TeamTool_en-US_071116_bk
Team Conversation:
Understand and Appreciate Strengths
The purpose of this team conversation is to appreciate the team’s individual and collective talents and strengths. Your job
as the team leader is to help team members harness their individual and collective talents and intentionally bring them to
life daily.
As a team, have each person share his or her responses to each set of questions. Flip the page to record the key
responses that will help you remember the insights gained and informal commitments shared during the conversation.
1. You get the best of me when …
Discuss how to draw out the best in each person
by sharing responses to the following questions.
• Give an example of a time when you gave your
best to a task, activity or project. What was
the result, and what did it feel like?
• What talents or strengths did you use?
• How can others on the team draw out the
best in you?
2. The value I bring to the team …
Help team members become aware of and
appreciate the valuable contribution that each
person brings to the team.
• Of all the tasks, activities or projects on the
team, which bring you the most satisfaction?
• What do you think are some of the most
valuable contributions you make to the team?
• Are there any missed opportunities or areas
of value that we are not using?
3. This is what I need from you …
Have each person identify what support he or
she needs to be successful.
• What do you need from others on the team
to help you use your talents and strengths
more effectively?
• What kind of support do you need from me
that will help you be more successful in
your role?
4. You can count on me to …
Although the team may not formally commit to
specific actions yet, use this conversation to talk
about how team members can make informal
commitments to the team and to each other.
• What can other team members count on you
to bring to your role?
Team Leader Considerations
• Look for ways to more effectively draw out the best in each team member.
• Ensure that team members are aligned based on their contributions and that you address any
missed opportunities.
• Identify potential partnerships that will complement team members’ talents.
• Regularly follow up on each team member’s commitments, either formally or informally.
Copyright © 2014 Gallup, Inc. All rights reserved. Gallup® and Q12® are trademarks of Gallup, Inc.This document may be copied or reproduced for individual use. It cannot be altered or modified without the written permission of Gallup.
HPTL_ReorderPacket_SOTWs_en-US_061616_bk
Team Conversation: State of the TeamThe purpose of this team conversation is to assess the team’s current state of engagement. Listen to your team members, learn about the factors influencing their engagement, and lead them to take the actions necessary to realize their performance goals.
As a team, answer each set of questions.
1. Identify a Team Performance Goal
Collaborate to identify the team’s most important performance goal.
• What are the three or four most important performance goals we face today?
• How would you prioritize these performance goals from most to least important to our team?
• Which performance goal should we focus on as a team?
2. Analyze Gallup Q12 Survey Results
Review your latest Gallup Q12 survey results. Distribute your latest report, and then ask your team the following questions.
• Do any of the results surprise you?
• What areas of engagement are strong for our team? What are we doing that makes this a strong result?
• What areas of engagement are opportunities for our team? What are we not doing that makes this an opportunity?
3. Select the Engagement Item to Focus on and Actions to Take
Select the most relevant engagement item to focus on, and then brainstorm the actions and owners necessary for improvement.
• Which engagement item do you think we should focus on to help us reach our performance goal?
• What actions do we need to take to have an effect on this engagement item?
• What three or four immediate actions should we focus on first? Who can take ownership of these actions?
4. Review and Recalibrate
Evaluate progress on the team’s goal, and recalibrate as necessary.
• Regularly lead a five- to 10-minute discussion about two things:
- Did we complete the actions we said we would?
- Did completing them make a difference?
• Recalibrate as necessary.
Team Leader Considerations:
• Ensure every team member feels like he or she contributed to the overall process.
• Continue doing things that helped you achieve strong results. Stop doing things that hinder your team’s engagement. Start doing things that will have a positive impact on your team’s performance goals and engagement.
• Be aware of priorities. Be intentional. Be focused.
Team Conversation Tools
These tools help guide each of the team conversations and provide a place for the team leader and his or her team members to record notes, observations, insights and actions to take.
Copyright © 2000, 2016 Gallup, Inc. All rights reserved. Gallup®, Clifton StrengthsFinder® and each of the 34 Clifton StrengthsFinder theme names are trademarks of Gallup, Inc.HPTL_TeamStrengthsGrid_en-US_061616_bk
Team Strengths GridName Executing Influencing Relationship Building Strategic Thinking
Ach
ieve
r
Arr
ange
r
Bel
ief
Con
sist
ency
Del
iber
ativ
e
Dis
cipl
ine
Focu
s
Res
pons
ibili
ty
Res
tora
tive
Act
ivat
or
Com
man
d
Com
mun
icat
ion
Com
petit
ion
Max
imiz
er
Sel
f-A
ssur
ance
Sig
nific
ance
Woo
Ada
ptab
ility
Con
nect
edne
ss
Dev
elop
er
Em
path
y
Har
mon
y
Incl
uder
Indi
vidu
aliz
atio
n
Pos
itivi
ty
Rel
ator
Ana
lytic
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Con
text
Futu
ristic
Idea
tion
Inpu
t
Inte
llect
ion
Lear
ner
Str
ateg
ic
Example 2 1 4 3 5
Team Strengths Grid
This tool provides a way for team leaders to visualize the collective talents, strengths and opportunities of each person and the team as a whole in a snapshot view.
IT’S HERE!COMPLETE THE
EMPLOYEE ENGAGEMENT SURVEY
AND LET YOUR VOICE BE HEARD!
HELP ME SEE MY
IMPORTANCE
HELP ME SEE
MY VALUE
CARES
ABOUT MEFREE ME FROM
UNNECESSARY STRESS
CHALLENGE ME
HELP ME BUILD
MUTUAL TRUSTHELP ME REVIEW
MY CONTRIBUTIONS
Copyright © 2013 Gallup, Inc. All rights reserved.
COMPLETE THEE M P LOY E EENGAGEMENTSU RVEY AND BE HEARD!
COMPLETELY CONFIDENTIAL
Copyright © 2013 Gallup, Inc. All rights reserved.
Engagement Posters
Team leaders can use these colorful posters to help build excitement about their organization’s engagement initiatives and increase employee participation in the Gallup Q12 survey.
Copyright © 1993-1998, 2015 Gallup, Inc. All rights reserved.
Your Company Engagement Survey | Your GroupPercentile Range in Gallup Database <33 | 33-66 | >66* Item data not shown if sample size is less than 4. Workgroup data not shown to protect confidentiality.
Your Company
4.76GRANDMEAN
Your Group
4.36GRANDMEAN
Score (Respondents) Score (Respondents) Gallup Database Percentile Rank
Q00 Overall SatisfactionHow satisfied are you with [Company Name] as a place to work? 4.65 (459) 4.00 (6) 50
Q01 Know What’s ExpectedI know what is expected of me at work. 4.83 (457) 4.57 (6) 79
Q02 Materials and EquipmentI have the materials and equipment I need to do my work right. 4.83 (454) 4.64 (6) 80
Q03 Opportunity to Do BestAt work, I have the opportunity to do what I do best every day. 4.79 (452) 4.86 (6) 94
Q04 RecognitionIn the last seven days, I have received recognition or praise for doing good work. 4.81 (455) 4.64 (6) 84
Q05 Cares About MeMy supervisor, or someone at work, seems to care about me as a person. 4.76 (447) 4.43 (6) 45
Q06 DevelopmentThere is someone at work who encourages my development. 4.68 (452) 4.00 (6) 62
Q07 Opinions CountAt work, my opinions seem to count. 4.71 (454) 4.14 (6) 44
Q08 Mission/PurposeThe mission or purpose of my company makes me feel my job is important. 4.83 (455) 4.14 (6) 46
Q09 Committed to QualityMy associates or fellow employees are committed to doing quality work. 4.62 (457) - (*) -
Q10 Best FriendI have a best friend at work. 4.68 (457) 4.36 (6) 72
Q11 ProgressIn the last six months, someone at work has talked to me about my progress. 4.75 (455) 3.73 (6) 24
Q12 Learn and GrowThis last year, I have had opportunities at work to learn and grow. 4.81 (458) 4.43 (6) 68
YOUR COMPANY | YOUR GROUPSEPTEMBER 2015
Note: Company percentiles are based on Gallup’s 2015 Q12 Overall Company-Level Database for 100+ respondents. Group percentiles are based on Gallup’s 2015 Q12 Overall Workgroup-Level Database.
Where Do We Go From Here?Engagement is not a one-time event. It’s what happens after the survey that leads to team growth and improved performance.
Understanding the Gallup Q12® Survey Results Report
Group Reports
Copyright © 1993-1998, 2015 Gallup, Inc. All rights reserved.
Your Company Engagement Survey | OverallPercentile Range in Gallup Database <33 | 33-66 | >66
Your Company
4.76GRANDMEAN
Score (Respondents) Gallup Database Percentile Rank
Q00 Overall SatisfactionHow satisfied are you with [Company Name] as a place to work? 4.65 (459) 60
Q01 Know What’s ExpectedI know what is expected of me at work. 4.83 (457) 91
Q02 Materials and EquipmentI have the materials and equipment I need to do my work right. 4.83 (454) 95
Q03 Opportunity to Do BestAt work, I have the opportunity to do what I do best every day. 4.79 (452) 91
Q04 RecognitionIn the last seven days, I have received recognition or praise for doing good work. 4.81 (455) 88
Q05 Cares About MeMy supervisor, or someone at work, seems to care about me as a person. 4.76 (447) 62
Q06 DevelopmentThere is someone at work who encourages my development. 4.68 (452) 91
Q07 Opinions CountAt work, my opinions seem to count. 4.71 (454) 50
Q08 Mission/PurposeThe mission or purpose of my company makes me feel my job is important. 4.83 (455) 90
Q09 Committed to QualityMy associates or fellow employees are committed to doing quality work. 4.62 (457) 32
Q10 Best FriendI have a best friend at work. 4.68 (457) 87
Q11 ProgressIn the last six months, someone at work has talked to me about my progress. 4.75 (455) 89
Q12 Learn and GrowThis last year, I have had opportunities at work to learn and grow. 4.81 (458) 82
YOUR COMPANY | OVERALLSEPTEMBER 2015
Note: Company percentiles are based on Gallup’s 2015 Q12 Overall Company-Level Database for 100+ respondents. Group percentiles are based on Gallup’s 2015 Q12 Overall Workgroup-Level Database.
Each Q12 item has an average score.
This is your company’s GrandMean.
The GrandMean score is an average of the averages for the scores you receive on the individual Q12 items. It highlights your company’s overall engagement.
The total number of respondents is listed for each Q12 item.
Each Q12 item is color-coded by database percentile rank so that you can easily visualize where your company stands in relation to others.
Green — Above the 66th percentile in the Gallup database
Yellow — 33rd to 66th percentile in the Gallup database
Red — Below the 33rd percentile in the Gallup database
Group reports include both the company’s overall GrandMean and the group GrandMean for quick and easy comparison of the group’s engagement scores with those of the company.
The data on group reports are relevant only to the individuals in that particular group.
1 Carefully read and analyze your Gallup Q12 survey results.
2 Meet with your team for a State of the Team conversation.
Share and discuss the survey results. Together, complete the State of the Team tool and set goals for improvement.
3 Create visibility for team goals.
Talk about engagement routinely. Post the State of the Team tool where employees can see it.
4 Make engagement a priority and constantly focus on it.
With the help of the Engaging Conversations tools, meet with employees individually and collectively to build engagement and drive performance.
5 Regularly follow up on team goals and shine a spotlight on success.
Make adjustments to goals as needed. Frequently celebrate progress and recognize success.
Copyright © 1993-1998, 2014, 2016 Gallup, Inc. All rights reserved. Gallup® and Q12® are trademarks of Gallup, Inc.M4EKit_UndrstndQ12Results_Posters_en-US_071316_bk
Copyright © 1993-1998, 2015 Gallup, Inc. All rights reserved.
Your Company Engagement Survey | Your GroupPercentile Range in Gallup Database <33 | 33-66 | >66* Item data not shown if sample size is less than 4. Workgroup data not shown to protect confidentiality.
Your Company
4.76GRANDMEAN
Your Group
4.36GRANDMEAN
Score (Respondents) Score (Respondents) Gallup Database Percentile Rank
Q00 Overall SatisfactionHow satisfied are you with [Company Name] as a place to work? 4.65 (459) 4.00 (6) 50
Q01 Know What’s ExpectedI know what is expected of me at work. 4.83 (457) 4.57 (6) 79
Q02 Materials and EquipmentI have the materials and equipment I need to do my work right. 4.83 (454) 4.64 (6) 80
Q03 Opportunity to Do BestAt work, I have the opportunity to do what I do best every day. 4.79 (452) 4.86 (6) 94
Q04 RecognitionIn the last seven days, I have received recognition or praise for doing good work. 4.81 (455) 4.64 (6) 84
Q05 Cares About MeMy supervisor, or someone at work, seems to care about me as a person. 4.76 (447) 4.43 (6) 45
Q06 DevelopmentThere is someone at work who encourages my development. 4.68 (452) 4.00 (6) 62
Q07 Opinions CountAt work, my opinions seem to count. 4.71 (454) 4.14 (6) 44
Q08 Mission/PurposeThe mission or purpose of my company makes me feel my job is important. 4.83 (455) 4.14 (6) 46
Q09 Committed to QualityMy associates or fellow employees are committed to doing quality work. 4.62 (457) - (*) -
Q10 Best FriendI have a best friend at work. 4.68 (457) 4.36 (6) 72
Q11 ProgressIn the last six months, someone at work has talked to me about my progress. 4.75 (455) 3.73 (6) 24
Q12 Learn and GrowThis last year, I have had opportunities at work to learn and grow. 4.81 (458) 4.43 (6) 68
YOUR COMPANY | YOUR GROUPSEPTEMBER 2015
Note: Company percentiles are based on Gallup’s 2015 Q12 Overall Company-Level Database for 100+ respondents. Group percentiles are based on Gallup’s 2015 Q12 Overall Workgroup-Level Database.
Where Do We Go From Here?Engagement is not a one-time event. It’s what happens after the survey that leads to team growth and improved performance.
Understanding the Gallup Q12® Survey Results Report
Group Reports
Copyright © 1993-1998, 2015 Gallup, Inc. All rights reserved.
Your Company Engagement Survey | OverallPercentile Range in Gallup Database <33 | 33-66 | >66
Your Company
4.76GRANDMEAN
Score (Respondents) Gallup Database Percentile Rank
Q00 Overall SatisfactionHow satisfied are you with [Company Name] as a place to work? 4.65 (459) 60
Q01 Know What’s ExpectedI know what is expected of me at work. 4.83 (457) 91
Q02 Materials and EquipmentI have the materials and equipment I need to do my work right. 4.83 (454) 95
Q03 Opportunity to Do BestAt work, I have the opportunity to do what I do best every day. 4.79 (452) 91
Q04 RecognitionIn the last seven days, I have received recognition or praise for doing good work. 4.81 (455) 88
Q05 Cares About MeMy supervisor, or someone at work, seems to care about me as a person. 4.76 (447) 62
Q06 DevelopmentThere is someone at work who encourages my development. 4.68 (452) 91
Q07 Opinions CountAt work, my opinions seem to count. 4.71 (454) 50
Q08 Mission/PurposeThe mission or purpose of my company makes me feel my job is important. 4.83 (455) 90
Q09 Committed to QualityMy associates or fellow employees are committed to doing quality work. 4.62 (457) 32
Q10 Best FriendI have a best friend at work. 4.68 (457) 87
Q11 ProgressIn the last six months, someone at work has talked to me about my progress. 4.75 (455) 89
Q12 Learn and GrowThis last year, I have had opportunities at work to learn and grow. 4.81 (458) 82
YOUR COMPANY | OVERALLSEPTEMBER 2015
Note: Company percentiles are based on Gallup’s 2015 Q12 Overall Company-Level Database for 100+ respondents. Group percentiles are based on Gallup’s 2015 Q12 Overall Workgroup-Level Database.
Each Q12 item has an average score.
This is your company’s GrandMean.
The GrandMean score is an average of the averages for the scores you receive on the individual Q12 items. It highlights your company’s overall engagement.
The total number of respondents is listed for each Q12 item.
Each Q12 item is color-coded by database percentile rank so that you can easily visualize where your company stands in relation to others.
Green — Above the 66th percentile in the Gallup database
Yellow — 33rd to 66th percentile in the Gallup database
Red — Below the 33rd percentile in the Gallup database
Group reports include both the company’s overall GrandMean and the group GrandMean for quick and easy comparison of the group’s engagement scores with those of the company.
The data on group reports are relevant only to the individuals in that particular group.
1 Carefully read and analyze your Gallup Q12 survey results.
2 Meet with your team for a State of the Team conversation.
Share and discuss the survey results. Together, complete the State of the Team tool and set goals for improvement.
3 Create visibility for team goals.
Talk about engagement routinely. Post the State of the Team tool where employees can see it.
4 Make engagement a priority and constantly focus on it.
With the help of the Engaging Conversations tools, meet with employees individually and collectively to build engagement and drive performance.
5 Regularly follow up on team goals and shine a spotlight on success.
Make adjustments to goals as needed. Frequently celebrate progress and recognize success.
Copyright © 1993-1998, 2014, 2016 Gallup, Inc. All rights reserved. Gallup® and Q12® are trademarks of Gallup, Inc.M4EKit_UndrstndQ12Results_Posters_en-US_071316_bk
Copyright © 1993-1998, 2015 Gallup, Inc. All rights reserved.
Your Company Engagement Survey | Your GroupPercentile Range in Gallup Database <33 | 33-66 | >66* Item data not shown if sample size is less than 4. Workgroup data not shown to protect confidentiality.
Your Company
4.76GRANDMEAN
Your Group
4.36GRANDMEAN
Score (Respondents) Score (Respondents) Gallup Database Percentile Rank
Q00 Overall SatisfactionHow satisfied are you with [Company Name] as a place to work? 4.65 (459) 4.00 (6) 50
Q01 Know What’s ExpectedI know what is expected of me at work. 4.83 (457) 4.57 (6) 79
Q02 Materials and EquipmentI have the materials and equipment I need to do my work right. 4.83 (454) 4.64 (6) 80
Q03 Opportunity to Do BestAt work, I have the opportunity to do what I do best every day. 4.79 (452) 4.86 (6) 94
Q04 RecognitionIn the last seven days, I have received recognition or praise for doing good work. 4.81 (455) 4.64 (6) 84
Q05 Cares About MeMy supervisor, or someone at work, seems to care about me as a person. 4.76 (447) 4.43 (6) 45
Q06 DevelopmentThere is someone at work who encourages my development. 4.68 (452) 4.00 (6) 62
Q07 Opinions CountAt work, my opinions seem to count. 4.71 (454) 4.14 (6) 44
Q08 Mission/PurposeThe mission or purpose of my company makes me feel my job is important. 4.83 (455) 4.14 (6) 46
Q09 Committed to QualityMy associates or fellow employees are committed to doing quality work. 4.62 (457) - (*) -
Q10 Best FriendI have a best friend at work. 4.68 (457) 4.36 (6) 72
Q11 ProgressIn the last six months, someone at work has talked to me about my progress. 4.75 (455) 3.73 (6) 24
Q12 Learn and GrowThis last year, I have had opportunities at work to learn and grow. 4.81 (458) 4.43 (6) 68
YOUR COMPANY | YOUR GROUPSEPTEMBER 2015
Note: Company percentiles are based on Gallup’s 2015 Q12 Overall Company-Level Database for 100+ respondents. Group percentiles are based on Gallup’s 2015 Q12 Overall Workgroup-Level Database.
Where Do We Go From Here?Engagement is not a one-time event. It’s what happens after the survey that leads to team growth and improved performance.
Understanding the Gallup Q12® Survey Results Report
Group Reports
Copyright © 1993-1998, 2015 Gallup, Inc. All rights reserved.
Your Company Engagement Survey | OverallPercentile Range in Gallup Database <33 | 33-66 | >66
Your Company
4.76GRANDMEAN
Score (Respondents) Gallup Database Percentile Rank
Q00 Overall SatisfactionHow satisfied are you with [Company Name] as a place to work? 4.65 (459) 60
Q01 Know What’s ExpectedI know what is expected of me at work. 4.83 (457) 91
Q02 Materials and EquipmentI have the materials and equipment I need to do my work right. 4.83 (454) 95
Q03 Opportunity to Do BestAt work, I have the opportunity to do what I do best every day. 4.79 (452) 91
Q04 RecognitionIn the last seven days, I have received recognition or praise for doing good work. 4.81 (455) 88
Q05 Cares About MeMy supervisor, or someone at work, seems to care about me as a person. 4.76 (447) 62
Q06 DevelopmentThere is someone at work who encourages my development. 4.68 (452) 91
Q07 Opinions CountAt work, my opinions seem to count. 4.71 (454) 50
Q08 Mission/PurposeThe mission or purpose of my company makes me feel my job is important. 4.83 (455) 90
Q09 Committed to QualityMy associates or fellow employees are committed to doing quality work. 4.62 (457) 32
Q10 Best FriendI have a best friend at work. 4.68 (457) 87
Q11 ProgressIn the last six months, someone at work has talked to me about my progress. 4.75 (455) 89
Q12 Learn and GrowThis last year, I have had opportunities at work to learn and grow. 4.81 (458) 82
YOUR COMPANY | OVERALLSEPTEMBER 2015
Note: Company percentiles are based on Gallup’s 2015 Q12 Overall Company-Level Database for 100+ respondents. Group percentiles are based on Gallup’s 2015 Q12 Overall Workgroup-Level Database.
Each Q12 item has an average score.
This is your company’s GrandMean.
The GrandMean score is an average of the averages for the scores you receive on the individual Q12 items. It highlights your company’s overall engagement.
The total number of respondents is listed for each Q12 item.
Each Q12 item is color-coded by database percentile rank so that you can easily visualize where your company stands in relation to others.
Green — Above the 66th percentile in the Gallup database
Yellow — 33rd to 66th percentile in the Gallup database
Red — Below the 33rd percentile in the Gallup database
Group reports include both the company’s overall GrandMean and the group GrandMean for quick and easy comparison of the group’s engagement scores with those of the company.
The data on group reports are relevant only to the individuals in that particular group.
1 Carefully read and analyze your Gallup Q12 survey results.
2 Meet with your team for a State of the Team conversation.
Share and discuss the survey results. Together, complete the State of the Team tool and set goals for improvement.
3 Create visibility for team goals.
Talk about engagement routinely. Post the State of the Team tool where employees can see it.
4 Make engagement a priority and constantly focus on it.
With the help of the Engaging Conversations tools, meet with employees individually and collectively to build engagement and drive performance.
5 Regularly follow up on team goals and shine a spotlight on success.
Make adjustments to goals as needed. Frequently celebrate progress and recognize success.
Copyright © 1993-1998, 2014, 2016 Gallup, Inc. All rights reserved. Gallup ® and Q12® are trademarks of Gallup, Inc.M4EKit_UndrstndQ12Results_Posters_en-US_071316_bk
Understanding Your Q12 Results Tool
This easy-to-follow tool provides an overview of how to read and understand the Gallup Q12 survey results and what team leaders should do after the survey.
Top Related