Questions 1 and 2 relate to the fulfilment of our basic needs as workers. Do we have clear roles and responsibilities, and do we have the tools to do the job properly? Questions 3 to 6 are about the individual contribution that we make. Are we fulfilled by our work, and do we get appropriate encouragement for the things that we do? Do those around us recognise our contribution, and do we receive acknowledgement of our worth, on both a personal and professional level? Questions 7 to 10 are linked to our relationship with the organisation, and those around us. Is there a good, positive camaraderie within the team? Is everyone committed to the same goal, and is there a real sense of pride and purpose? Finally, questions 11 and 12 are about broader recognition and growth, with an emphasis on the future. Seen in this light, Gallup’s twelve questions start to make more sense. These four groupings are sometimes referred to as: ‘What do I get?’ (Basic needs) ‘What do I give? (Individual contribution) ‘Do I belong?’ (Teamwork) ‘How can we grow?’ (Growth). For all this, some of the Gallup questions still look a little bit odd. For instance, who would imagine that having a best friend at work (question 10) could be an indicator of workplace satisfaction and engagement? Gallup contends that strong interpersonal relationships and personal closeness are important indicators of workplace cohesion, and that the friendship question is a good sign of ‘shop-floor stickiness’, in this regard. In fact, friendships are a good motivator for people to attend work, and to contribute willingly to the overall performance of the team. If you are a manager who is looking for good, practical steps to take at work to build workplace engagement and satisfaction, then the Gallup Q12 is a good place to start. Spend some time thinking about each of the questions, and what they might mean for your staff. Read up on the Q12 method and its implementation, and maybe try applying it with a few trusted staff members. The people at Time Etc. are certainly sold on the Q12 approach and, while you may not go to the extent of replacing your managers with coaches, you will probably discover important insights about how your staff and work environment can interact with each other, in amazing and positive ways! About the author Phil Sales is specialist business coach, interested in 'cool stuff' in the business development sector. For more about Phil, see https://iact15.wixsite.com/iactltd/who-we-are THE PREFERRED MULTI-SEAT STROLLER FOR EARLY CHILDHOOD EDUCATION. 4Quickly & Safely seat up to six young children in an evacuation event 4One double stroller & up to twelve different seating arrangements (you choose) 4Walk a mix of 0-4 year olds on excursions 4Easily folds down for storage Walking kids is healthy for our planet. Facebook Instagram Linkedin 0273693487 patricia@kinderpod.com WWW.KINDERPOD.CO.NZ August 2023 { 29 }
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