Employee Engagement - How do you know if you have it?

More importantly, how do you know when you don’t have it?

Today’s organizations may waste many things like money, time and effort, but the worst thing to waste is your employees’ brains. How can you harness each employee to do their best every day? This is the realm of Employee Engagement. The simple movement of employees up the scale of Disengaged to Engaged creates extra profitability, retention and efficiencies - and so much more!

According to Gallup, “Engaged workers stand apart from their not-engaged and actively disengaged counterparts because of the discretionary effort they consistently bring to their roles. These employees willingly go the extra mile, work with passion, and feel a profound connection to their company. They are the people who will drive innovation and move your business forward”

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Take a look at how many employees are of each type are in U.S. businesses today.

Then, take a look at what it takes to engage employees at their

core levels.

As you can see, the more Supervisors are involved in focusing on the Strengths and Positive Characteristics of their employees, the more the culture of the organization changes for the better, creating additional Engaged Employees and creating the great high-velocity organizations you desire.

The Cost of Actively Disengaged Employees becomes a problem when you have more Actively Disengaged Employees. Take a look at the monetary costs alone of having Actively Disengaged Employees in your workforce. Gallup estimates that each U.S. organization houses some 13% Actively Disengaged Employees.

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The monetary cost to organizations is staggering, not to mention the toll it takes on your organization's culture


Determining whether your employees have a disconnect with your organization or its goals is a crucial question for any business leader. You may not know if your employees have disconnection points, understand where they are, or what you can do to create a better culture. We can help with that!  

*Gallup’s 2016 Meta-Analysis on Q12 Survey includes: 339 Research Studies, 230 Organizations, 49 Industries, 73 Countries, 82,000 Business Work Units, 1.88 Million Employees

Consider the additional Employee Engagement Correlations that Gallup Access or Gallup's Q12 Employee Engagement Survey Tools can give your company for added boosts in employee engagement with metric outcomes in increased profitability, productivity, and sales, while decreasing shrinkage, absenteeism, and safety incidents. Gallup Access, an online, subscription-based platform for organizational leaders to gauge employee engagement and other measures, Gallup's Q12 Survey, and Gallup's CliftonStrengths work hand-in-hand to produce the best outcomes for any organization


Cultural Strategies Uses Gallup Access and Gallup's Q12 Survey Tool and Scorecard Charts to assist you in determining where your employees may be disconnected to your organization or its goals 

We can help you create a culture where your employees are valued, and where they, and your company, can thrive.  

Gallup Access uses data analytics from 80 years of Gallup research to empower leaders with the information and tools they need to drive employee engagement deep within the firm and to give insights into your culture. It consists of over 180 approved and tested questions with indices regarding employee engagement, customer outcomes, culture change, performance management, diversity and leadership.

Or choose Gallup's Q12 Survey Tools consisting of 12 questions to ask your employees. These questions are the most powerful predictors of employee engagement, precisely written to let you know where your employees land in the hierarchy of engagement.

Gallup's research shows that - like Maslow's Hierarchy of Needs, where basic needs must be met before moving to a higher order need - employees must feel that their basic needs as an employee be met first before moving up the engagement ladder to higher order needs.  

This is the beginning of informed discoveries that will lead you to maximize your organization. 

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Q12 Questions

Where do your employees fit within these 4 Realms?

Because survey results vary between departments or divisions, surveys are administered at the departmental or divisional level in your company. In this way, we can determine the engagement at a more cellular level, focusing fixes at the level which will impact that department best. How employees answer the questions determine where the disconnects may lie - and also help determine the possible areas of improvement.  

Compare and contrast departments, divisions, or offices - see where they compare in engagement levels to each other. With this information you will be better able to determine what improvements can be made to increase engagement at each location and firm-wide.  

As a business leader, you will receive a Dashboard of all departments and their rated scales of engagement at each level. This can aid in seeing a bird's eye view of your workforce and initiatives, as well as form the basis for metric analysis as you roll out engagement solutions. Comparative analysis in semi-annual over semi-annual or year-over-year can then be made to see if your chosen solutions are working in your organization.  

Your departmental or divisional leaders will also receive a separate Dashboard for their own departmental view and to keep top-of-mind.   

Working with you, Cultural Strategies can assist in formulating and administering the surveys, and developing and rolling out strategies that will aim at increasing good performance and decreasing problem areas. Gallup Access and the Gallup Q12 follow this path toward success:

  1. Ask the Right Questions
  2. Analyze Your Results
  3. Act with a Clear Plan

Survey results are optimized to any device - you can take the results of the surveys with you wherever you go - your cell phone, tablet, MAC or PC.   


Benchmark your results against thousands of other companies or industries to make data comparisons and discover key opportunities and insights. You will also gain access to Gallup's huge body of knowledge to implement more on behalf of your organization and its employees to propel engagement even deeper.  

Gallup's Q12 Survey Tool and Scorecard Dashboards are based on 30 years of accumulated, quantitative and qualitative research.   Questions are based on the reliability to gain measured responses.  Their convergent and criterion-related validity have been extensively studied within the field of statistical analysis and modeling.  The Q12 12 questions deal with role clarity, resources, fit, feedback and feeling appreciated. It also correlates formative measures of actionable issues that drive these outcomes.

The process for Gallup Access or Q12 Engagement Consulting is a two-pronged and iterative approach where a baseline is first established followed by determining measures the company can take to close engagement gaps and shaping next steps in a change management process. Employees are surveyed again either semi-annually or annually with the same survey to understand whether the measures the company implemented have seen incremental, good growth from the baseline.

We partner with your company to guide you through the Q12 Tool or Gallup Access and its Dashboards, as well as formulating a Plan of Action and Schedule so that you can implement the Change Management within your firm in the most timely manner.  The Dashboards play a vital role in giving leaders the results of their survey elements by division or by department, with roll-up at the corporate level.

Let us help you determine the level of your employees' engagement, understand where disconnects may exist in your culture, and assist you in charting a path toward a better future for your organization. We care about how your employees relate to your organization and its goals! Let Cultural Strategies assist you in building a Strengths-based firm that includes: 

  • the knowledge and incorporation of Strengths at an individual and team level, and  

  • a strong culture at the firm level where employees are engaged in the work they do for you and thrive in your organization. 

Optimize your organization for growth and the future by keeping your valuable personnel engaged and doing their great work.