If you’ve noticed, many of our recent posts have been centering on the employee experience: how to make the workplace better for everyone.

With all those posts in mind, I’d thought I’d find a resource that summarizes well what we’ve talked about over the past couple of weeks.

Here are some interesting insights (and questions) that come from “the largest worldwide study of employee engagement”, based on Gallup’s 10 million employee and manager interviews spanning 114 countries (there’s even been a book written about it!).

Their findings revealed 12 predictors of employee and workgroup performance:

  1. Expectations
    “I know what is expected of me at work.”
  2. Materials
    “I have the materials and equipment I need to do my work right.”
  3. Opportunity
    “At work, I have the opportunity do what I do best every day.”
  4. Recognition/Appreciation
    “In the last seven days, I have received recognition or praise for doing good work.”
  5. Care
    “My supervisor, or someone at work, seems to care about me as a person.”
  6. Mentorship/development
    “There is someone at work encourages who my development.”
  7. Feeling heard/Having a say
    “At work, my opinions seem to count.”
  8. Connection to Mission/Meaning & Purpose
    “The mission or purpose of my company makes me feel my job is important.”
  9. Coworkers are committed to doing quality work
    “My associates or fellow employees are committed to doing quality work.”
  10. Connections/relationships
    “I have a best friend at work.”
  11. Progress
    “In the last six months, someone has talked to me about my progress.”
  12. Self-development/Growth
    “This last year, I have had opportunities to learn and grow.”

Questions for you

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

If you are an employee, ask yourself each one of these questions, and think about them deeply.

If you are a manager or supervisor, read these questions, think about them deeply, and then consider them from the perspective of your employees.

Would they answer all, most, a little, or none of them in the affirmative?

If you aren’t sure where your employees stand on each issue listed below, ask them. Trust me, you’ll be doing everybody a favor (including yourself). And you’d be putting #7 into practice already!


Wagner, Rodd, and James K. Harter. 12: The Elements of Great Managing. Free Press, 2007.

Harter, Jim. “12: The Elements of Great Managing.” Gallup, Gallup, www.gallup.com/press/176450/elements-great-managing.aspx.

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