The document discusses employee engagement in the workplace based on findings from Gallup's Q12 survey. The key points are: 1) After 1 year on the job, only 30% of U.S. employees are engaged at work, while 54% are not engaged and 16% are actively disengaged. Engagement decreases the longer employees stay in a role. 2) Gallup identified 12 questions (Q1-Q12) that measure key factors for engagement grouped in a hierarchy from basic needs to growth. These factors correlate to improved business outcomes like retention, customer satisfaction, and profitability. 3) The document prompts reflection on one's own Q12 responses and engagement levels, and how to

1. Strengths…Another Lens Leadership Team Meeting February 28, 2008 Puyallup School District Magnify our Strengths

2. Q12 – An Exercise For You Know what is expected? Have materials & equipment needed? Do what I do best every day? Recognition in last 7 days? Supervisor/someone who cares? Someone encourages my development?

3. Q12 – continued At work my opinions count? Mission/purpose--my work is important? Coworkers committed to quality? Best friend at work? Progress in last 6 months? Opportunities to learn & grow?

4. Engaged “ Loyal, productive, emotionally attached, likely to stay at least one year, fewer accidents, less likely to steal.”

5. Not Engaged “ Productive (maybe), But emotionally absent.”

6. Actively Disengaged “ Physically present but psychologically absent, unhappy, insist on sharing this unhappiness with colleagues … and often recruiting others.”

7. Q12 Findings After 1 year on the job… 70% of U.S. employees at 1 year are not engaged at work 30% Engaged 54% Not Engaged 16% Actively Disengaged

8. Q12 Findings The longer employees stay with an organization, the less engaged they become. 6m-3y 18 55 27 10+y 3-10y <6 mo 23 22 12 Disengaged 57 56 50 Not engaged 20 22 38 Engaged

9. Engagement Hierarchy Basic Needs Management Support Teamwork Growth Q2: materials Q1: expectations . What I get? How can we grow? How I belong? What I give? Q10: friend Q9: coworkers committed .. Q8: mission …. . Q7: opinion counts … … Q6: development Q5: cares about me .. Q4: recognition . . . . Q3: opportunity . . . . … to do best . . . .… Q12: learn & grow Q11: progress . Source: The Gallup Organization, Summit on Principal Leadership

10. Engagement Hierarchy Q 1-2 Q 3-6 Q 7-10 Q 11-12 What I get? How can we grow? How I belong? What I give? Source: The Gallup Organization, Summit on Principal Leadership Employee Retention Customer Satisfaction Loyalty Safety Profitability

11. Findings Business units in the top quartile are: 78% more likely to have higher overall performance (composite of customer, profitability, productivity, retention).

12. What Does This Mean For Us? What do my own Q12 answers reveal? What action does this mean for me? Prediction about response from my staff? On which Q12 question should I focus?

13. Upcoming Discussions March Q3: At work do I have the opportunity to do what I do best every day? Q5: Does my supervisor or someone at work seem to care about me as a person?