Engagement with Q12

Gallup’s research—spanning over 3.3 million employees across 100,000+ teams—clearly shows that highly engaged teams deliver superior results. Teams in the top quartile of engagement consistently outperform those in the bottom quartile across critical business metrics.

In Denmark, only 21% of employees are engaged!

Kilde: State of The Global Workplace 2013.

Research shows that performance, productivity, and innovation can be increased by focusing on engagement in the workplace. Engaged employees experience more job satisfaction and are loyal to their employer. One of the best ways to boost employee engagement is by focusing on the development of talents and strengths.

21%

Engaged

Engaged employees are loyal and dedicated to the workplace. They are more productive and innovative.

69%

Not engaged

Non-engaged employees do their work and may be satisfied with their job, but they lack engagement, passion, and energy. If they receive a better job offer, there is a high likelihood that they will accept it.

10%

Actively not engaged

Actively disengaged employees are constantly negative and are quick to share their negativity.

Why?

The Gallup Q12 is a powerful tool for developing engagement in a team because it focuses on what truly drives performance and motivation at work. Here’s why it’s so effective:

1. It’s research-backed.

The Q12 is based on decades of Gallup research involving millions of employees. It identifies the 12 core elements that most reliably predict high employee engagement and strong business outcomes.

2. It measures what matters.

Instead of vague satisfaction metrics, the Q12 zeroes in on actionable workplace factors—like clarity of expectations, recognition, opportunities to grow, and feeling cared for—which directly affect team performance and morale.

3. It drives meaningful conversations.

Each question opens the door to important team discussions. Leaders can quickly identify where the team is thriving and where support is needed, fostering trust, transparency, and accountability.

4. It empowers managers.

The Q12 gives managers a clear framework to lead more effectively. It helps them focus on the specific needs of their team members and create the conditions where people can do their best work.

5. It links directly to performance.

Organizations that improve their Q12 scores typically see higher productivity, lower turnover, fewer safety incidents, and better customer outcomes. It connects employee experience to bottom-line results.

In short:

The Q12 isn’t just a survey—it’s a strategic tool to build a culture of engagement, growth, and high performance.

How?

We guide you through the Q12 process, from facilitation to analysis, and help your team turn results into real impact. The true value of Q12 lies in working with the team to transform insights into action.