By Stephanie Cox

One of the most critical factors in an organization’s success is employee engagement. Disengaged team members drag on productivity and morale. Identifying areas where engagement is lacking can help address systematic issues while preventing bigger problems down the line. Though ‘employee engagement’ is a common buzzword, it bears addressing – an international poll by Gallup found only 13% of employees are engaged in their current job. Moreover, 63% considered themselves not engaged and a whopping 24% called themselves actively disengaged.

The term ‘employee engagement’ can still feel a bit nebulous, though. Ultimately, the goal is to have employees who are excelling at their work instead of just ‘showing up’. That can mean different things for different organizations. Gallup developed these twelve questions to cover an employee’s emotional and functional engagement in their company.

  1. Do I know what is expected of me at work?
  2. Do I have the materials and equipment I need to do my work right?
  3. At work, do I have the opportunity to do what I do best every day?
  4. In the last seven days, have I received recognition or praise for doing good work?
  5. Does my supervisor, or someone at work, seem to care about me as a person?
  6. Is there someone at work who encourages my development?
  7. At work, do my opinions seem to count?
  8. Does the mission/purpose of my company make me feel my job is important?
  9. Are my co-workers committed to doing quality work?
  10. Do I have a best friend at work?
  11. In the last six months, has someone at work talked to me about my progress?
  12. This last year, have I had opportunities at work to learn and grow?

Engagement starts with great recruits – ask RC Search Group how we can help match your organization with purpose-driven employees!

ICML. “12 Questions to Measure Employee Engagement.” Institute for Communication Management and Leadership, 4 Apr. 2018,


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