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Gallup Q12 | Najsłynniejsza ankieta pracowników

Focusing on employee engagement levels is more critical than ever. The Gallup Q12 survey has become a cornerstone in measuring this engagement, helping companies identify areas for improvement and opportunities at work. However, the landscape of work is changing, with remote work, higher quality work expectations, and the need for personal growth becoming increasingly important. This guide aims to help you make your Gallup Q12 more efficient, ensuring that your employees feel valued, their opinions count, and that you’re committed to doing quality work. By leveraging valuable insights from Gallup’s research and database, you can work harder to fulfill your company’s mission or purpose, leading to better business outcomes.

What is Gallup Institute?

The Gallup Institute is the oldest (established in 1935, USA) and one of the world’s most famous public opinion research agencies. It is not a coincidence that its survey, called Q12, examining the employees’ engagement, is repeated in the texts and mouths of HR consultants and managers around the world.

As the name suggests, the survey consists of twelve questions. You might say that this is a small number when we think about such a multidimensional issue as employee engagement. However, the Q12 survey includes decades of research in this area involving organizations from around the world. The questionnaire is based on the most relevant questions, which are also linked to the organization’s success. Gallup’s research among multiple industries and organizations confirms that changes in management practices that increase employee satisfaction can increase the financial performance of the organization.

The base of the Q12 questionnaire is the hierarchy of the employee’s developmental needs. Each question relates to one of the four aspects of this structure, which relates to Maslow’s pyramid of needs.

Gallup needs vs questions

Basic needs

Clear expectations are the base of employees’ needs. According to research, consistency of the job description with the actual duties more than doubles involvement in work, reduces employee turnover, and the number of accidents at work.

When it comes to materials and equipment enabling employees to do their work, issues related to this area are the strongest work stressors. We are talking not only about physical tools but also about intangible resources. Employees can become frustrated with their managers or the company because they set goals and expectations that seem impossible to achieve.

Management support

Not being able to show your strong sides at work is one of the main reasons for quitting jobs. One of the most important strategies for managers and organizations is to empower people so they can do what they do best at work.

Recognition in the workplace motivates, gives a sense of accomplishment, and makes employees feel appreciated for their work. Employees who do not feel valued are twice as likely to declare that they will quit their jobs within a year.

People are not numbers. They need to feel that they are treated firstly as persons and secondly as employees. Then they are more likely to share information, support each other, and experiment with new ideas.

Employees need support in managing their careers. Growth is an essential part of professional life and does not take place in an empty space. Positive motivations (provided by a manager) and development of strong sides can bring measurable benefits.


This element of engagement is extremely important and measures employees’ self-esteem and contribution. Best managers create a feedback culture that makes people feel involved in a decision-making process.

It is an emotional, higher-level need. Especially for millennials, it is vital that the work they do fits into a broader scheme of meanings. It is worth making sure that the mission and values of the organization are clear and easy to understand in the context of the employees’ experience.

Employees want to function in an environment where there is mutual trust and respect for the efforts of others. Otherwise, a work environment demotivates people to commit and put effort into the work.

This question is the most controversial. However, it is very accurate when it comes to the performance of the teams. If employees have a deep sense of belonging and self-confidence, they can take actions that bring great benefits to the company that they would not have taken if they did not trust each other.


It is not just an official assessment. Employees need to know how their work is perceived and what their future will be in the company.

When employees feel they are learning and developing, they work harder and more efficiently. But when they have to do the same tasks every day, without a chance to learn something new, they are rarely enthusiastic about their work.

After measuring employees’ engagement with the survey, it’s worth starting an action plan implementation (consider using tools like ClickUp or Monday to manage this)  that will ensure the success of your team. The purpose of the engagement survey is not just to ask employees to complete the survey. The goal is to start a dialogue between managers and employees, and next build an environment where employees feel they are a part of the organization.

This tool allows employees to communicate their needs and provides information for the managers on what points they should work on. It is a good practice to conduct employee engagement surveys regularly (min. once a year). This allows you to monitor the health of the organization and identify alarming and undesirable events in advance.

How to make your Gallup Q12 questionnaire better?

1. Enhancing Employee Engagement Through Your Gallup Q12 Survey

Employee engagement is the cornerstone of any successful Gallup Q12 survey. Focusing on employee morale and employee satisfaction, you can tailor your survey questions to extract valuable insights that lead to better business outcomes. This approach can make your employees feel their opinions count, thereby increasing the overall quality of work and employee experience in your organization. Higher engagement levels often correlate with lower absenteeism, making your Gallup Q12 survey a critical tool for organizational health.

2. Utilizing NLP Techniques to Improve Gallup Q12 Responses

Natural Language Processing (NLP) can be a game-changer in measuring employee engagement. Analyzing the language and sentiments in survey responses, you can gain a deeper understanding of employee morale and engagement levels. This data-driven approach can help you identify areas for improvement, leading to more effective strategies for employee development and better business outcomes. NLP techniques can also help you understand the nuances of remote work, adding another layer of depth to your analysis.

3. The Role of Fellow Employees in Gallup Q12 Success

The opinions and attitudes of fellow employees can significantly impact the results of your Gallup Q12 survey. It’s easier said than done though. Incorporate a culture where everyone’s opinions seem to count, you foster an engaged workplace. This sense of community can lead to higher quality work, lower absenteeism, and a more satisfied workforce, making your Gallup Q12 more efficient. A committed workforce can also contribute to fulfilling your company’s mission or purpose, adding long-term value.

4. Personal Growth and Career Goals: The Overlooked Elements in Gallup Q12

Often, surveys focus on immediate concerns and overlook long-term aspects like personal growth and career goals. Add questions that address these areas, and you will quickly see that your employees feel their job is important and that the company makes them feel valued. This focus can lead to a more committed workforce and better business outcomes. It also encourages personal development, which is crucial for long-term employee retention and satisfaction.

5. How to Make Your Employees Feel Valued Through the Gallup Q12

Feeling valued is crucial for employee engagement. Start with tailoring your Gallup Q12 to include questions that make employees feel their opinions count, you can improve engagement levels. This practice not only enhances employee morale but also leads to a more satisfied workforce and better business outcomes. Feeling valued also contributes to personal growth, making employees more likely to stay with the company in the long term.

6. Remote Work and Its Impact on Gallup Q12 Efficiency

The rise of remote work has brought new challenges and opportunities in measuring employee engagement. Adapting your Gallup Q12 survey to the nuances of remote work, you can ensure that your strategies for improving engagement are up-to-date. This will help you to perform effectively in a changing work environment and maintain a satisfied workforce. Remote work also offers unique opportunities for personal growth and work-life balance, factors that can be incorporated into your Gallup Q12 for a more holistic view.

7. Leveraging Valuable Insights from Gallup’s Research and Database

Gallup’s extensive research and database offer a wealth of information that can make your Gallup Q12 more efficient. When incorporating these valuable insights into your survey design and interpretation, you can improve engagement levels and work harder towards fulfilling your company’s mission or purpose. These insights can also help you identify the basic needs and materials and equipment that employees require to perform effectively, thereby enhancing the survey’s efficiency.

8. Materials and Equipment: The Basic Needs for Gallup Q12 Efficiency

Providing the necessary materials and equipment is fundamental for employees to perform effectively. When employees know what is expected of them and have the tools they need, they are more likely to engage fully in their work. This is a basic need that, when met, can improve the results of your Gallup Q12 survey. Ensuring these basic needs are met also contributes to making employees feel respected, which in turn boosts engagement levels and can be further used in embedded business intelligence process as well.

9. The Last Six Months: A Critical Period for Gallup Q12 Assessments

The last six months can be a pivotal period for assessing employee engagement levels. Focusing on this timeframe in your Gallup Q12, you can gain valuable insights into recent changes in employee morale, work quality, and overall satisfaction. And this focus alone allows you to make timely interventions that can lead to better business outcomes. It also provides a snapshot of how well your strategies for employee development and personal growth are working, allowing for necessary adjustments.


As we’ve explored, the Gallup Q12 survey is a powerful tool for enhancing employee engagement, but its efficiency can be significantly improved with the right strategies. From incorporating NLP techniques to focusing on the last six months, there are various ways to make your survey more effective. Remember, a satisfied workforce is more likely to contribute positively to your business outcomes. So, take the time to ensure your employees’ basic needs are met, and that they have the materials and equipment they need to perform effectively. Doing so, you not only improve engagement levels but also pave the way for a work environment where everyone’s opinions seem to count, and employees feel their jobs are important.

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