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How should we manage – Gallup’s view

Taking this research approach further, the Gallup Institute began asking: what does it take for employees to be engaged? They came up with a simple list of 12 questions that can determine how much the employee is into his work and committed. The Q12 questionnaire for employees has a flip side for the task of the manager who can influence a number of these questions directly. The 12 statements are:

  1. I know what is expected of me at work
  2. I have the materials and equipment I need to do my work right
  3. At work, I have the opportunity to do what I do best every day
  4. In the last seven days, I have received recognition or praise for doing good work
  5. My supervisor, or someone at work, seems to care about me as a person
  6. There is someone at work who encourages my development
  7. At work, my opinions seem to count
  8. The mission or purpose of my organization makes me feel my job is important
  9. My associates or fellow employees are committed to doing quality work
  10. I have a best friend at work
  11. In the last six months, someone at work has talked to me about my progress
  12. This last year, I have had the opportunities at work to learn and grow

 

Out of the Gallup Institute there are a number of popular books on management and engaging of employees. Marcus Buckingham has written in “One Thing” about simple rules for handling employees: each manager needs to know their employees by being able to answer the following questions promptly – what are their strengths, what triggers activate those strengths, what is their learning style? Ken Blanchard’s “the One-Minute Manager” is similar where he says that good management can be done by spending one minute a day with each employee and in that minute doing three simple things: aligning with them on what they are doing, praising them for things done well, criticizing or correcting them for things that are not going as planned.

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