Gallup's Q12 Employee Engagement Survey - Gallup (original) (raw)

Putting Our Survey to Work Within Your Organization -- The Results Are In

Our engagement questions do more than gather information. When paired with developmental manager conversations, they directly translate into better business outcomes -- time and time again.

Other people may tell you to measure your employee engagement differently -- but no other measure is proven to link to performance like the Q12. When it comes to the business metrics that matter most, highly engaged companies outperform those with lower engagement.

When comparing employee engagement levels, Gallup found that top- and bottom-quartile business units and teams had the following differences in business outcomes*:

Negative Outcomes

78% in absenteeism

21% in turnover for high-turnover organizations*

51% in turnover for low-turnover organizations*

28% in shrinkage (theft)

63% in safety incidents (accidents)

58% in patient safety incidents (mortality and falls)

32% in quality (defects)

Positive Outcomes

10% in customer loyalty/engagement

14% in productivity (production records and evaluations)

18% in productivity (sales)

23% in profitability

70% in wellbeing (net thriving employees)

22% in organizational citizenship (participation)

*The above figures are median percent differences across companies in Gallup's database. High-turnover organizations are those with more than 40% annualized turnover. Low-turnover organizations are those with 40% or lower annualized turnover.