Measuring Engagement * Simple Tools Work Best

I’ve blogged repeatedly about the need to establish a baseline of engagement levels and then measure success against that baseline repeatedly over time. Many companies already have employee satisfaction surveys in place. One of the best is the Gallup Q12 survey, a simple 12 question survey to measure employee engagement, six of which can also help evaluate the success of your strategic recognition tool.

The 12 questions are below with my comments on how some of the questions should be used to gauge recognition program success as well.

1. Do you know what is expected of you at work?
Work/role expectations can be reinforced through a strategic recognition program that intentionally ties every recognition to a behavior displayed and/or a goal achieved. Such recognition reinforces desired expectations in the most positive of performance management methods.

2. Do you have the materials and equipment you need 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?
The question most obviously tied to recognition, this shows the importance of frequency in a recognition program. Up to 65% of Americans say they do not receive enough recognition on the job. A negative answer to this question will quickly tell you if your recognition program is being used to its full capability.

5. Does your supervisor, or someone at work, seem to care about you as a person?
A strategic recognition program that records and tracks every acknowledgment of achievement provides not only a written reinforcement in the moment, but also allows for an official record at time of review. Direct and personal reinforcement through such a program shows caring and awareness from a manager or peer.

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?
By tying your company values and strategic goals or objectives to every recognition, you are reinforcing those values and objectives with every recognition. This brings the company values to life for every employee, showing them how their job and personal effort matter to the organization as a whole.

9. Are your associates (fellow employees) committed to doing quality work?
This becomes easier for employees to notice about their colleagues when they make saying “thank you” a habit and part of their work culture.

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?
Six months is far too infrequent to have a meaningful or lasting impact on performance and engagement. With a successful recognition program operating under best practices, the desired answer should be, “Many times.”

12. In the last year, have you had opportunities at work to learn and grow?

Do you currently have an employee satisfaction or engagement survey in place? How often do you administer it? What is your rate of return? Do you already incorporate the Q12 in your survey? Tell us what works and what doesn’t in your organization.