One of the most important part of talent and human capital management is engagement and one of the tool to measure engagement is by Gallup Q12 employee engagement survey.Hope this article will help you.

1. A FIELD VISIT REPORT
COMPANY NAME: Hided with purpose
PREPARED BY:
TAHA MAHIN MOMIN (ROLL NO 42)
CLASS: MBA II A

2. Engaged employees are ones that are deeply involved with the organization, truly care
about what they’re doing and trying to achieve and they’re the ones who participate.
Employee engagement give higher results that is it increases customer metrics, reduces
probability of turnover, Increases success rate in productivity, increase profitability and increases
success rate on safety.
The important part of measuring engagement is analyzing its dynamic, by analyzing
how engagement changes over time, a manager can suggest improvements in behaviors’ and
processes that would contribute to increase performance.
• Measuring process undertaken in this report:
Engagement index in this report is calculated by computing 3 numbers. These numbers
are 1) percent engages, 2) percent responsive to engagement, and 3) percent disengaged.
In this report I have considered a psychometric response scale in which responders
specify their level of agreement to a statement typically in five points: (1) Strongly disagree; (2)
Disagree; (3) Neutral; (4) Agree; (5) Strongly agree.
Engagement
Is strongly
correlated
Performance
Taking employee survey
Analyzing the results
Presenting the results
Suggesting potential measures for
improvement
• Introduction:

3. Engaged Passive Disengaged
All strongly agree
responses
Agree only &
agree with
strongly agree
responses
At least one
neutral response
but no disagree or
strongly disagree
responses
At least one
disagree response
but no strongly
disagree
responses
At least one
strongly Disagree
response
(Figure: Metrics for employee engagement index)
• Gallup Q12 survey questionnaire:
Questions Strongly
disagree
Disagree Neutral Agree Strongly
agree
1. Do you know what is expected
of you at work?
2. Do you have the materials and
equipment 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 well?
5. Does your supervisor, or
someone at work, seems to care
about you as a person?
6. Is there someone at work who
encourages your development?
7. At work, do your opinions
seem to count?
8. Does the mission/purpose of
your company make you feel
your job is important?

4. 9. Are your associates (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 talked to you
about your progress?
12. In the last year, have you had
opportunities to learn and grow?
• The factors that we are going to measure from above questionnaire:
By the questions listed above and below we’re actually going to measure the 12
engagement elements function like Maslow's hierarchy of needs, with basic demands that must
be fulfilled before employees can progress;
The above statement is well elaborated by the relationship table below;
What is measured actually!
(12 actionable workplace
elements)
Questions
Know what’s expected 1. Do you know what is expected
of you at work?
Materials & equipment 2. Do you have the materials and
equipment to do your work
right?
Opportunity to do the best
3. At work, do you have the
opportunity to do what you do
best every day?
Basic needs Individual Team work Growth

5. Recognition 4. In the last seven days, have you
received recognition or praise for
doing well?
Cares about me
5. Does your supervisor, or
someone at work, seems to care
about you as a person?
Development
6. Is there someone at work who
encourages your development?
Opinion counts 7. At work, do your opinions
seem to count?
Mission/purpose 8. Does the mission/purpose of
your company make you feel
your job is important?
Committed to quality
9. Are your associates (fellow
employees) committed to doing
quality work?
Best friend 10. Do you have a best friend at
work?
Progress 11. In the last six months, has
someone at work talked to you
about your progress?
Learn and grow 12. In the last year, have you had
opportunities to learn and grow?

7. Know what's expected
Percent
Disagree 2.00 26.7
Neutral 3.00 20.0
Agree 4.00 40.0
Strongly
agree
5.00 13.3
Total 100.0
From the
adjacent graph
it’s evident that
40% employees
know what’s
expected from
them and only
13% disagree
with this
statement.
Materials and equipments
Percent
Disagree 2.00 26.7
Neutral 3.00 26.7
Agree 4.00 26.7
Strongly
agree
5.00 20.0
Total 100.0
From the
adjacent graph
it’s evident that
20% employees
have materials
and equipments
to do the work
and only 26%
disagree with this
statement.
Opportunity to do the best
Percent
Disagree 2.00 6.7
Neutral 3.00 20.0
Agree 4.00 40.0
Strongly
agree
5.00 33.3
Total 100.0
From the
adjacent graph
it’s evident that
40% employees
agreed that they
have opportunity
to do the best and
only 7% disagree
with this
statement
27%
20%
40%
13%
Disagree 2.00 Neutral 3.00
Agree 4.00 Strongly agree 5.00
26%
27%
27%
20%
Disagree 2.00 Neutral 3.00
Agree 4.00 Strongly agree 5.00
7%
20%
40%
33%
Disagree 2.00 Neutral 3.00
Agree 4.00 Strongly agree 5.00

8. Recognition
Percent
Disagree 2.00 26.7
Neutral 3.00 26.7
Agree 4.00 26.7
Strongly
agree
5.00 20.0
Total 100.0
From the
adjacent graph
it’s evident that
26% disagree
that they got
recognized in
last seven days
and 20% strongly
agree with the
statement.
Cares about me
Percent
Disagree 2.00 13.3
Neutral 3.00 6.7
Agree 4.00 40.0
Strongly
agree
5.00 40.0
Total 100.0
From the
adjacent graph
it’s evident that
altogether 80%
agree and
strongly agree
that
company/supervi
sor/someone at
work cares about
them and only
13% disagree.
Development
Percent
Disagree 2.00 20.0
Neutral 3.00 20.0
Agree 4.00 33.3
Strongly
agree
5.00 26.7
Total 100.0
From adjacent
graph it’s evident
that 27% & 33%
agree and
strongly agree
that someone at
work is there
who encourages
them for
development.
26%
27%
27%
20%
Disagree 2.00 Neutral 3.00
Agree 4.00 Strongly agree 5.00
13%
7%
40%
40%
Disagree 2.00 Neutral 3.00
Agree 4.00 Strongly agree 5.00
20%
20%
33%
27%
Disagree 2.00 Neutral 3.00
Agree 4.00 Strongly agree 5.00

9. Opinion count
Percent
Disagree 2.00 13.3
Neutral 3.00 26.7
Agree 4.00 33.3
Strongly
agree
5.00 26.7
Total 100.0
From adjacent
graph it’s evident
that 27% & 33%
agree also
strongly agree
that their opinion
counts in the
company.
Mission/purpose
Percent
Disagree 2.00 6.7
Neutral 3.00 20.0
Agree 4.00 20.0
Strongly
agree
5.00 53.3
Total 100.0
From adjacent
graph it’s evident
that huge % of
employees i.e.
53% strongly
agree that
mission &
purpose of
company makes
them feel their
jobs are
important.
Committed to quality
Percent
Neutral 3.00 13.3
Agree 4.00 26.7
Strongly
agree
5.00 60.0
Total 100.0
From adjacent
graph it’s evident
that 60% strongly
agree that fellow
associates
committed to do
quality work.
13%
27%
33%
27%
Disagree 2.00 Neutral 3.00
Agree 4.00 Strongly agree 5.00
7%
20%
20%
53%
Disagree 2.00 Neutral 3.00
Agree 4.00 Strongly agree 5.00
13%
27%
60%
Neutral 3.00 Agree 4.00
Strongly agree 5.00

10. Best friend
Percent
Disagree 2.00 40.0
Neutral 3.00 40.0
Agree 4.00 13.3
Strongly
agree
5.00 6.7
Total 100.0
From adjacent
graph it’s evident
that only 7%
strongly agree
that they have
best friend in
company and
40% are neutral
about this
statement.
Progress
Percent
Disagree 2.00 6.7
Neutral 3.00 20.0
Agree 4.00 40.0
Strongly
agree
5.00 33.3
Total 100.0
From adjacent
graph it’s evident
that 40% & 33%
agree & strongly
agree with fact
that someone at
work talked
about their
progress.
Learn and grow
Percent
Neutral 3.00 33.3
Agree 4.00 33.3
Strongly
agree
5.00 33.3
Total 100.0
From adjacent
graph it’s evident
that 33% strongly
agree & 33% are
neutral that in
last year they had
an opportunity to
learn and grow.
40%
40%
13%
7%
Disagree 2.00 Neutral 3.00
Agree 4.00 Strongly agree 5.00
7%
20%
40%
33%
Disagree 2.00 Neutral 3.00
Agree 4.00 Strongly agree 5.00
34%
33%
33%
Neutral 3.00 Agree 4.00
Strongly agree 5.00

11. • Employee Engagement Index:
Categories No. of employees Percentage of employees
1. Engaged 7 47%
2. Responsive to
engagement(or
passive)
3 20%
3. Disengaged 5 33%
Total 15 100%
• Engagement Index Ratio:
Engagement Index ratio : The ratio of engaged to actively disengaged employees
0.47
0.33
1.42
20%
33%
47%
EMPLOYEE ENGAGEMENT INDEX:
Passive Disengaged Engaged

12. • Ways to improve employee engagement:
1) Educating managers
- How they can better assist employees in effective collaboration
with this peers and organization as a whole.
2) Providing feedback on timely basis
3) New technologies can be used for the improvement of engagement
- Smart phone for email and messaging systems increase
engagement
- Online collaboration
- Allow interaction with mobile and web application
4) Process gamification
- Include some kind of competition, collecting reward points
from fellow employees for assisting them.
- Gamification is not about just games and fun, its about
understanding the compelling aspects of games that engage
people and applying them to something practical.
5) Non-monetary motivation also improves the same so company should
think of that aspect as well.
***