Gallup Q12 Survey: How Leaders Can Successfully Act On Question 2

The second question in Gallup’s Q12 engagement survey is, "I have the materials and equipment I need to do my work right."

This question assesses whether employees have the necessary resources to perform their tasks efficiently and effectively. When employees feel they are properly equipped, their work quality and satisfaction increase - contributing to better overall performance.

In this second of twelve articles on Gallup’s Q12 engagement survey, we unpack this important question by covering the following topics:

• What High-Performing Organizations Do for Q2
• Where Organizations Can Go Wrong on Q2
• Suggestions for Improvement
• Tips for Managers to Support Q2
• Tip for Employees to Support Their Own Engagement on Q2
• Bonus: Q2 Engagement Activity

What High-Performing Organizations Do for Q2

1. Ensure Adequate Resources: Successful companies invest in up-to-date technology, tools, and materials to help employees meet job demands. This includes providing reliable software, efficient office equipment, and access to necessary resources.
2. Proactive Maintenance: High-performing organizations maintain and upgrade their equipment regularly, preventing downtime or disruptions. They make sure that employees' tools are in good working condition, providing a smooth workflow.

High-Performing School Example: Teachers have access to up-to-date teaching materials, including textbooks, digital resources, and technology tools. Classrooms are well-stocked with supplies, and any additional resources needed—whether it’s for science experiments, art projects, or classroom technology—are readily available. Administrators ensure that teachers have the support they need to effectively use these materials, including professional development opportunities for integrating new technologies or educational strategies.

Where Organizations Can Go Wrong on Q2

1. Neglecting Regular Upgrades: Failing to invest in up-to-date technology and resources can lead to frustration and inefficiency. Employees might struggle with outdated or insufficient equipment, slowing down productivity.
2. Lack of Communication: If managers don’t proactively ask employees about the tools or materials they need, employees may feel neglected, which impacts their engagement and performance.

Suggestions for Improvement

1. Assess and Update Resources: Regularly audit your team’s tools and materials to ensure they are effective and up-to-date. Make this a part of your team’s yearly planning.
2. Solicit Feedback: Actively ask employees if they have the resources they need and how you can improve their access to equipment or materials.
3. Implement a Resource Management System: Use technology or a resource tracking system to ensure employees have what they need when they need it.

Tips for Managers to Support Q2

1. Conduct Resource Audits: Regularly check in with your team to ensure they have the right tools. Set up quarterly reviews to assess the adequacy of materials and equipment.
2. Maintain Open Communication: Foster an environment where employees feel comfortable requesting new resources or suggesting improvements.

Tips for Employees to Support Their Own Engagement on Q2

Communicate Your Needs: If something isn’t working or if you feel you lack a critical resource, speak up. Providing feedback helps you work more efficiently and helps your team succeed.

Bonus: Q2 Engagement Activity

Q2: "I have the materials and equipment I need to do my work right."

Activity: "Resource Inventory and Feedback"

Goal: To assess whether employees have the necessary tools to perform their job effectively.

Instructions:

1. Conduct a survey or informal feedback session where employees list any resources or tools they lack.
2. Discuss the results as a team, prioritizing immediate needs.
3. Create a plan to address the identified gaps, such as ordering supplies or obtaining new software tools.

Outcome: Employees feel supported in their needs, improving productivity and job satisfaction.

Conclusion

When employees feel that their supervisor genuinely cares about their well-being, it fosters trust, loyalty, and deeper engagement. Managers who take the time to build meaningful relationships and offer support not only boost morale but also contribute to an environment of mutual respect and care. By showing employees that they matter as individuals, you can cultivate a team that is committed and engaged.

As we move through 2025, let’s make Q2 a priority in fostering an engaged and high-performing workforce. Stay tuned for next month’s issue, where we’ll dive into Q3: “At work, I have the opportunity to do what I do best every day.”

Need help with employee engagement? Contact us for guidance on measuring, analyzing, and improving employee engagement to drive better outcomes. Let’s work together to create a more engaged and successful workplace.