Our employee engagement framework is based on a hierarchy of employees' development needs, and each of our 12 employee engagement survey questions, or items, fits into one of the four levels...

Employee engagement reflects the involvement and enthusiasm of employees in their work and workplace. Gallup categorizes an organization’s employees as engaged, not engaged or actively...

Learn how to improve employee engagement. Discover the true drivers of engagement, the best survey questions and team activity ideas.

These elements of engagement are the factors most powerful in explaining employees’ productive motivations on the job.

ENGAGEMENT HIERARCHY: Every employee has a distinct set of needs that follows a hierarchy, with basic needs at the foundation and growth at the top. Employees feel more or less

To determine what employees needed for growth, development and high performance, Gallup interviewed more than 1 million managers to find the best predictors of employee and team performance.

Gallup measures engagement through 12 Elements of Engagement. These elements are referred to as the Q12 and were the first 12 questions asked on our Engagement Survey. The Q12 provides a framework for how we can create engagement.

To determine what employees needed for growth, development and high performance, Gallup interviewed more than 1 million managers to find the best predictors of employee and team performance.

Gallup's research shows that more highly engaged employees give more discretionary effort at work and have higher productivity, profitability and customer service, as well as reduced turnover and safety incidents.

Impact of Engagement: Outcomes of Highly Engaged Business Units and Teams. Gallup’s meta-analyses examine the relationship between engagement and performance. When comparing top-quartile with bottom-quartile engagement, Gallup found that business units and teams resulted in median percent differences of: 81%