Copyright © 2016 Gallup, Inc. All rights reserved. Gallup® and Q12® are trademarks of Gallup, Inc.HPM_CourseFlyer_en-US_092316_bk

High-Performance Team Leader INSTRUCTOR-LED COURSE

The High-Performance Team Leader course incorporates Gallup’s latest research and findings on what it takes to deliver high performance in today’s workplace. Team leaders will learn how to integrate these findings into their own management approach to build and sustain individual, team and organizational performance. Participants will leave this fast-paced, two-day course with the tools, techniques and practical experience they need to more confidently and effectively manage in ways that create and sustain high performance personally, with each team member and with their team as a whole.

Who Should Attend

This course is designed for anyone who manages people and wants proven strategies, principles and activities for engaging every team member and enhancing the team’s overall performance.

What You Can Expect

From this course, participants will gain the practical experience they need to help them more confidently and effectively manage their daily responsibilities.

By attending the High-Performance Team Leader course, you will:

• gain actionable insights into your own talents to help you optimize your strengths as a team leader

• use your talents to individualize your management approach and develop your employees’ talents to improve their productivity

• practice proven techniques for engaging your employees, including leading effective ongoing conversations that enhance team performance

• create management strategies that yield higher levels of performance from your employees and teams

Participants will also learn how to lead individual and team conversations that will help employees understand and appreciate their talents, build their engagement, and establish performance expectations to achieve greater success.

In addition, in the month after the course, team leaders will talk one on one with a Gallup performance coach to sustain the momentum and help address any challenges hindering the team leader’s or the team’s effectiveness, engagement and performance.

Program Format

Two-Day Course

Course Overview

Day One

The Will of the World

The New Path to High Performance

The Skills of Strengths-Based Development

Building a Strengths-Based Team

The Science of Engagement

Day Two

Building Engaging Teams

Assessing Your Team’s Engagement

The Art of Performance

Driving Team Performance

Being a High-Performance Team Leader

This course is conducted at Gallup locations worldwide. Gallup can also deliver this course at your location for groups of 15 or more. Visit http://courses.gallup.com for upcoming dates, locations and tuition information, or contact inquiries@gallup.com with additional inquiries.

Participants who successfully complete this course can earn professional credit hours from leading professional organizations. You may email CEU@gallup.com to receive more information about professional credit hours for Gallup courses.

Program format is subject to change.

Copyright © 2016 Gallup, Inc. All rights reserved. Gallup® and Q12® are trademarks of Gallup, Inc.HPM_CourseFlyer_en-US_092316_bk

High-Performance Team Leader

Participants who attend this course receive the following tools and resources.

Printed Course Materials

Introduction to Employee Engagement

Introduction to Employee Engagement

This guidebook discusses 12 elements that have a powerful influence on employee engagement as revealed by decades of Gallup science and research. The information includes how these elements help team leaders build trust among their employees that leads to high-performance thinking and actions.

Introduction to Strengths-Based Management

Introduction to Strengths-Based Management

This guidebook provides the principles of strengths-based management that Gallup has gleaned from decades of research on what the most effective team leaders and teams do differently by harnessing their strengths for greater productivity and performance.

Managing for Engagement Resource Guide

Managing for Engagement Resource Guide

This powerful resource guide is divided into two sections to help team leaders hone their approach toward building a high-performance team. The first section provides information about how team leaders can use their strengths to individualize their approach and effectively manage others based on their specific talents. The second section includes details about each of the 12 elements of engagement and helps team leaders know what actions to take and how to involve their team, ask better questions and listen effectively to what their employees are saying to accelerate their engagement.

Provided Electronically on USB Flash Drive

Copyright © 2014 Gallup, Inc. All rights reserved.

This document may be copied or reproduced for individual use. It cannot be altered or modified without the written permission of Gallup.

HPTL_ReorderPacket_IndivTool_en-US_061516_bk

1

Strengths Profile for

Employee’s Talents and Strengths:

The Value This Person Brings to the Team:

Most Important Tasks, Responsibilities and

Expectations for This Team Member’s Role:

Motivational Factors:

Performance Metrics/Goals:Opportunities for Development:

Establishing ExpectationsRole and Relationship Orientation

For Team Member

Talents and Strengths (Top Five Clifton StrengthsFinder Themes)

Individual Conversation Tools

The Establishing Expectations: Role Orientation Conversations guide and Strengths Profile tool support each of the individual conversations and provide a place to record notes, observations, insights and actions to take for each employee.

Copyright © 2016 Gallup, Inc. All rights reserved.

This document may be copied or reproduced for individual use. It cannot be altered or modified without the written permission of Gallup.

HPTL_ReorderPacket_TeamTool_en-US_071116_bk

Team Conversation:

Understand and Appreciate Strengths

The purpose of this team conversation is to appreciate the team’s individual and collective talents and strengths. Your job

as the team leader is to help team members harness their individual and collective talents and intentionally bring them to

life daily.

As a team, have each person share his or her responses to each set of questions. Flip the page to record the key

responses that will help you remember the insights gained and informal commitments shared during the conversation.

1. You get the best of me when …

Discuss how to draw out the best in each person

by sharing responses to the following questions.

• Give an example of a time when you gave your

best to a task, activity or project. What was

the result, and what did it feel like?

• What talents or strengths did you use?

• How can others on the team draw out the

best in you?

2. The value I bring to the team …

Help team members become aware of and

appreciate the valuable contribution that each

person brings to the team.

• Of all the tasks, activities or projects on the

team, which bring you the most satisfaction?

• What do you think are some of the most

valuable contributions you make to the team?

• Are there any missed opportunities or areas

of value that we are not using?

3. This is what I need from you …

Have each person identify what support he or

she needs to be successful.

• What do you need from others on the team

to help you use your talents and strengths

more effectively?

• What kind of support do you need from me

that will help you be more successful in

your role?

4. You can count on me to …

Although the team may not formally commit to

specific actions yet, use this conversation to talk

about how team members can make informal

commitments to the team and to each other.

• What can other team members count on you

to bring to your role?

Team Leader Considerations

• Look for ways to more effectively draw out the best in each team member.

• Ensure that team members are aligned based on their contributions and that you address any

missed opportunities.

• Identify potential partnerships that will complement team members’ talents.

• Regularly follow up on each team member’s commitments, either formally or informally.

Copyright © 2014 Gallup, Inc. All rights reserved. Gallup® and Q12® are trademarks of Gallup, Inc.This document may be copied or reproduced for individual use. It cannot be altered or modified without the written permission of Gallup.

HPTL_ReorderPacket_SOTWs_en-US_061616_bk

Team Conversation: State of the TeamThe purpose of this team conversation is to assess the team’s current state of engagement. Listen to your team members, learn about the factors influencing their engagement, and lead them to take the actions necessary to realize their performance goals.

As a team, answer each set of questions.

1. Identify a Team Performance Goal

Collaborate to identify the team’s most important performance goal.

• What are the three or four most important performance goals we face today?

• How would you prioritize these performance goals from most to least important to our team?

• Which performance goal should we focus on as a team?

2. Analyze Gallup Q12 Survey Results

Review your latest Gallup Q12 survey results. Distribute your latest report, and then ask your team the following questions.

• Do any of the results surprise you?

• What areas of engagement are strong for our team? What are we doing that makes this a strong result?

• What areas of engagement are opportunities for our team? What are we not doing that makes this an opportunity?

3. Select the Engagement Item to Focus on and Actions to Take

Select the most relevant engagement item to focus on, and then brainstorm the actions and owners necessary for improvement.

• Which engagement item do you think we should focus on to help us reach our performance goal?

• What actions do we need to take to have an effect on this engagement item?

• What three or four immediate actions should we focus on first? Who can take ownership of these actions?

4. Review and Recalibrate

Evaluate progress on the team’s goal, and recalibrate as necessary.

• Regularly lead a five- to 10-minute discussion about two things:

- Did we complete the actions we said we would?

- Did completing them make a difference?

• Recalibrate as necessary.

Team Leader Considerations:

• Ensure every team member feels like he or she contributed to the overall process.

• Continue doing things that helped you achieve strong results. Stop doing things that hinder your team’s engagement. Start doing things that will have a positive impact on your team’s performance goals and engagement.

• Be aware of priorities. Be intentional. Be focused.

Team Conversation Tools

These tools help guide each of the team conversations and provide a place for the team leader and his or her team members to record notes, observations, insights and actions to take.

Copyright © 2000, 2016 Gallup, Inc. All rights reserved. Gallup®, Clifton StrengthsFinder® and each of the 34 Clifton StrengthsFinder theme names are trademarks of Gallup, Inc.HPTL_TeamStrengthsGrid_en-US_061616_bk

Team Strengths GridName Executing Influencing Relationship Building Strategic Thinking

Ach

ieve

r

Arr

ange

r

Bel

ief

Con

sist

ency

Del

iber

ativ

e

Dis

cipl

ine

Focu

s

Res

pons

ibili

ty

Res

tora

tive

Act

ivat

or

Com

man

d

Com

mun

icat

ion

Com

petit

ion

Max

imiz

er

Sel

f-A

ssur

ance

Sig

nific

ance

Woo

Ada

ptab

ility

Con

nect

edne

ss

Dev

elop

er

Em

path

y

Har

mon

y

Incl

uder

Indi

vidu

aliz

atio

n

Pos

itivi

ty

Rel

ator

Ana

lytic

al

Con

text

Futu

ristic

Idea

tion

Inpu

t

Inte

llect

ion

Lear

ner

Str

ateg

ic

Example 2 1 4 3 5

Team Strengths Grid

This tool provides a way for team leaders to visualize the collective talents, strengths and opportunities of each person and the team as a whole in a snapshot view.

IT’S HERE!COMPLETE THE

EMPLOYEE ENGAGEMENT SURVEY

AND LET YOUR VOICE BE HEARD!

HELP ME SEE MY

IMPORTANCE

HELP ME SEE

MY VALUE

CARES

ABOUT MEFREE ME FROM

UNNECESSARY STRESS

CHALLENGE ME

HELP ME BUILD

MUTUAL TRUSTHELP ME REVIEW

MY CONTRIBUTIONS

Copyright © 2013 Gallup, Inc. All rights reserved.

COMPLETE THEE M P LOY E EENGAGEMENTSU RVEY AND BE HEARD!

COMPLETELY CONFIDENTIAL

Copyright © 2013 Gallup, Inc. All rights reserved.

Engagement Posters

Team leaders can use these colorful posters to help build excitement about their organization’s engagement initiatives and increase employee participation in the Gallup Q12 survey.

Copyright © 1993-1998, 2015 Gallup, Inc. All rights reserved.

Your Company Engagement Survey | Your GroupPercentile Range in Gallup Database <33 | 33-66 | >66* Item data not shown if sample size is less than 4. Workgroup data not shown to protect confidentiality.

Your Company

4.76GRANDMEAN

Your Group

4.36GRANDMEAN

Score (Respondents) Score (Respondents) Gallup Database Percentile Rank

Q00 Overall SatisfactionHow satisfied are you with [Company Name] as a place to work? 4.65 (459) 4.00 (6) 50

Q01 Know What’s ExpectedI know what is expected of me at work. 4.83 (457) 4.57 (6) 79

Q02 Materials and EquipmentI have the materials and equipment I need to do my work right. 4.83 (454) 4.64 (6) 80

Q03 Opportunity to Do BestAt work, I have the opportunity to do what I do best every day. 4.79 (452) 4.86 (6) 94

Q04 RecognitionIn the last seven days, I have received recognition or praise for doing good work. 4.81 (455) 4.64 (6) 84

Q05 Cares About MeMy supervisor, or someone at work, seems to care about me as a person. 4.76 (447) 4.43 (6) 45

Q06 DevelopmentThere is someone at work who encourages my development. 4.68 (452) 4.00 (6) 62

Q07 Opinions CountAt work, my opinions seem to count. 4.71 (454) 4.14 (6) 44

Q08 Mission/PurposeThe mission or purpose of my company makes me feel my job is important. 4.83 (455) 4.14 (6) 46

Q09 Committed to QualityMy associates or fellow employees are committed to doing quality work. 4.62 (457) - (*) -

Q10 Best FriendI have a best friend at work. 4.68 (457) 4.36 (6) 72

Q11 ProgressIn the last six months, someone at work has talked to me about my progress. 4.75 (455) 3.73 (6) 24

Q12 Learn and GrowThis last year, I have had opportunities at work to learn and grow. 4.81 (458) 4.43 (6) 68

YOUR COMPANY | YOUR GROUPSEPTEMBER 2015

Note: Company percentiles are based on Gallup’s 2015 Q12 Overall Company-Level Database for 100+ respondents. Group percentiles are based on Gallup’s 2015 Q12 Overall Workgroup-Level Database.

Where Do We Go From Here?Engagement is not a one-time event. It’s what happens after the survey that leads to team growth and improved performance.

Understanding the Gallup Q12® Survey Results Report

Group Reports

Copyright © 1993-1998, 2015 Gallup, Inc. All rights reserved.

Your Company Engagement Survey | OverallPercentile Range in Gallup Database <33 | 33-66 | >66

Your Company

4.76GRANDMEAN

Score (Respondents) Gallup Database Percentile Rank

Q00 Overall SatisfactionHow satisfied are you with [Company Name] as a place to work? 4.65 (459) 60

Q01 Know What’s ExpectedI know what is expected of me at work. 4.83 (457) 91

Q02 Materials and EquipmentI have the materials and equipment I need to do my work right. 4.83 (454) 95

Q03 Opportunity to Do BestAt work, I have the opportunity to do what I do best every day. 4.79 (452) 91

Q04 RecognitionIn the last seven days, I have received recognition or praise for doing good work. 4.81 (455) 88

Q05 Cares About MeMy supervisor, or someone at work, seems to care about me as a person. 4.76 (447) 62

Q06 DevelopmentThere is someone at work who encourages my development. 4.68 (452) 91

Q07 Opinions CountAt work, my opinions seem to count. 4.71 (454) 50

Q08 Mission/PurposeThe mission or purpose of my company makes me feel my job is important. 4.83 (455) 90

Q09 Committed to QualityMy associates or fellow employees are committed to doing quality work. 4.62 (457) 32

Q10 Best FriendI have a best friend at work. 4.68 (457) 87

Q11 ProgressIn the last six months, someone at work has talked to me about my progress. 4.75 (455) 89

Q12 Learn and GrowThis last year, I have had opportunities at work to learn and grow. 4.81 (458) 82

YOUR COMPANY | OVERALLSEPTEMBER 2015

Note: Company percentiles are based on Gallup’s 2015 Q12 Overall Company-Level Database for 100+ respondents. Group percentiles are based on Gallup’s 2015 Q12 Overall Workgroup-Level Database.

Each Q12 item has an average score.

This is your company’s GrandMean.

The GrandMean score is an average of the averages for the scores you receive on the individual Q12 items. It highlights your company’s overall engagement.

The total number of respondents is listed for each Q12 item.

Each Q12 item is color-coded by database percentile rank so that you can easily visualize where your company stands in relation to others.

Green — Above the 66th percentile in the Gallup database

Yellow — 33rd to 66th percentile in the Gallup database

Red — Below the 33rd percentile in the Gallup database

Group reports include both the company’s overall GrandMean and the group GrandMean for quick and easy comparison of the group’s engagement scores with those of the company.

The data on group reports are relevant only to the individuals in that particular group.

1 Carefully read and analyze your Gallup Q12 survey results.

2 Meet with your team for a State of the Team conversation.

Share and discuss the survey results. Together, complete the State of the Team tool and set goals for improvement.

3 Create visibility for team goals.

Talk about engagement routinely. Post the State of the Team tool where employees can see it.

4 Make engagement a priority and constantly focus on it.

With the help of the Engaging Conversations tools, meet with employees individually and collectively to build engagement and drive performance.

5 Regularly follow up on team goals and shine a spotlight on success.

Make adjustments to goals as needed. Frequently celebrate progress and recognize success.

Copyright © 1993-1998, 2014, 2016 Gallup, Inc. All rights reserved. Gallup® and Q12® are trademarks of Gallup, Inc.M4EKit_UndrstndQ12Results_Posters_en-US_071316_bk

Copyright © 1993-1998, 2015 Gallup, Inc. All rights reserved.

Your Company Engagement Survey | Your GroupPercentile Range in Gallup Database <33 | 33-66 | >66* Item data not shown if sample size is less than 4. Workgroup data not shown to protect confidentiality.

Your Company

4.76GRANDMEAN

Your Group

4.36GRANDMEAN

Score (Respondents) Score (Respondents) Gallup Database Percentile Rank

Q00 Overall SatisfactionHow satisfied are you with [Company Name] as a place to work? 4.65 (459) 4.00 (6) 50

Q01 Know What’s ExpectedI know what is expected of me at work. 4.83 (457) 4.57 (6) 79

Q02 Materials and EquipmentI have the materials and equipment I need to do my work right. 4.83 (454) 4.64 (6) 80

Q03 Opportunity to Do BestAt work, I have the opportunity to do what I do best every day. 4.79 (452) 4.86 (6) 94

Q04 RecognitionIn the last seven days, I have received recognition or praise for doing good work. 4.81 (455) 4.64 (6) 84

Q05 Cares About MeMy supervisor, or someone at work, seems to care about me as a person. 4.76 (447) 4.43 (6) 45

Q06 DevelopmentThere is someone at work who encourages my development. 4.68 (452) 4.00 (6) 62

Q07 Opinions CountAt work, my opinions seem to count. 4.71 (454) 4.14 (6) 44

Q08 Mission/PurposeThe mission or purpose of my company makes me feel my job is important. 4.83 (455) 4.14 (6) 46

Q09 Committed to QualityMy associates or fellow employees are committed to doing quality work. 4.62 (457) - (*) -

Q10 Best FriendI have a best friend at work. 4.68 (457) 4.36 (6) 72

Q11 ProgressIn the last six months, someone at work has talked to me about my progress. 4.75 (455) 3.73 (6) 24

Q12 Learn and GrowThis last year, I have had opportunities at work to learn and grow. 4.81 (458) 4.43 (6) 68

YOUR COMPANY | YOUR GROUPSEPTEMBER 2015

Note: Company percentiles are based on Gallup’s 2015 Q12 Overall Company-Level Database for 100+ respondents. Group percentiles are based on Gallup’s 2015 Q12 Overall Workgroup-Level Database.

Where Do We Go From Here?Engagement is not a one-time event. It’s what happens after the survey that leads to team growth and improved performance.

Understanding the Gallup Q12® Survey Results Report

Group Reports

Copyright © 1993-1998, 2015 Gallup, Inc. All rights reserved.

Your Company Engagement Survey | OverallPercentile Range in Gallup Database <33 | 33-66 | >66

Your Company

4.76GRANDMEAN

Score (Respondents) Gallup Database Percentile Rank

Q00 Overall SatisfactionHow satisfied are you with [Company Name] as a place to work? 4.65 (459) 60

Q01 Know What’s ExpectedI know what is expected of me at work. 4.83 (457) 91

Q02 Materials and EquipmentI have the materials and equipment I need to do my work right. 4.83 (454) 95

Q03 Opportunity to Do BestAt work, I have the opportunity to do what I do best every day. 4.79 (452) 91

Q04 RecognitionIn the last seven days, I have received recognition or praise for doing good work. 4.81 (455) 88

Q05 Cares About MeMy supervisor, or someone at work, seems to care about me as a person. 4.76 (447) 62

Q06 DevelopmentThere is someone at work who encourages my development. 4.68 (452) 91

Q07 Opinions CountAt work, my opinions seem to count. 4.71 (454) 50

Q08 Mission/PurposeThe mission or purpose of my company makes me feel my job is important. 4.83 (455) 90

Q09 Committed to QualityMy associates or fellow employees are committed to doing quality work. 4.62 (457) 32

Q10 Best FriendI have a best friend at work. 4.68 (457) 87

Q11 ProgressIn the last six months, someone at work has talked to me about my progress. 4.75 (455) 89

Q12 Learn and GrowThis last year, I have had opportunities at work to learn and grow. 4.81 (458) 82

YOUR COMPANY | OVERALLSEPTEMBER 2015

Note: Company percentiles are based on Gallup’s 2015 Q12 Overall Company-Level Database for 100+ respondents. Group percentiles are based on Gallup’s 2015 Q12 Overall Workgroup-Level Database.

Each Q12 item has an average score.

This is your company’s GrandMean.

The GrandMean score is an average of the averages for the scores you receive on the individual Q12 items. It highlights your company’s overall engagement.

The total number of respondents is listed for each Q12 item.

Each Q12 item is color-coded by database percentile rank so that you can easily visualize where your company stands in relation to others.

Green — Above the 66th percentile in the Gallup database

Yellow — 33rd to 66th percentile in the Gallup database

Red — Below the 33rd percentile in the Gallup database

Group reports include both the company’s overall GrandMean and the group GrandMean for quick and easy comparison of the group’s engagement scores with those of the company.

The data on group reports are relevant only to the individuals in that particular group.

1 Carefully read and analyze your Gallup Q12 survey results.

2 Meet with your team for a State of the Team conversation.

Share and discuss the survey results. Together, complete the State of the Team tool and set goals for improvement.

3 Create visibility for team goals.

Talk about engagement routinely. Post the State of the Team tool where employees can see it.

4 Make engagement a priority and constantly focus on it.

With the help of the Engaging Conversations tools, meet with employees individually and collectively to build engagement and drive performance.

5 Regularly follow up on team goals and shine a spotlight on success.

Make adjustments to goals as needed. Frequently celebrate progress and recognize success.

Copyright © 1993-1998, 2014, 2016 Gallup, Inc. All rights reserved. Gallup® and Q12® are trademarks of Gallup, Inc.M4EKit_UndrstndQ12Results_Posters_en-US_071316_bk

Copyright © 1993-1998, 2015 Gallup, Inc. All rights reserved.

Your Company Engagement Survey | Your GroupPercentile Range in Gallup Database <33 | 33-66 | >66* Item data not shown if sample size is less than 4. Workgroup data not shown to protect confidentiality.

Your Company

4.76GRANDMEAN

Your Group

4.36GRANDMEAN

Score (Respondents) Score (Respondents) Gallup Database Percentile Rank

Q00 Overall SatisfactionHow satisfied are you with [Company Name] as a place to work? 4.65 (459) 4.00 (6) 50

Q01 Know What’s ExpectedI know what is expected of me at work. 4.83 (457) 4.57 (6) 79

Q02 Materials and EquipmentI have the materials and equipment I need to do my work right. 4.83 (454) 4.64 (6) 80

Q03 Opportunity to Do BestAt work, I have the opportunity to do what I do best every day. 4.79 (452) 4.86 (6) 94

Q04 RecognitionIn the last seven days, I have received recognition or praise for doing good work. 4.81 (455) 4.64 (6) 84

Q05 Cares About MeMy supervisor, or someone at work, seems to care about me as a person. 4.76 (447) 4.43 (6) 45

Q06 DevelopmentThere is someone at work who encourages my development. 4.68 (452) 4.00 (6) 62

Q07 Opinions CountAt work, my opinions seem to count. 4.71 (454) 4.14 (6) 44

Q08 Mission/PurposeThe mission or purpose of my company makes me feel my job is important. 4.83 (455) 4.14 (6) 46

Q09 Committed to QualityMy associates or fellow employees are committed to doing quality work. 4.62 (457) - (*) -

Q10 Best FriendI have a best friend at work. 4.68 (457) 4.36 (6) 72

Q11 ProgressIn the last six months, someone at work has talked to me about my progress. 4.75 (455) 3.73 (6) 24

Q12 Learn and GrowThis last year, I have had opportunities at work to learn and grow. 4.81 (458) 4.43 (6) 68

YOUR COMPANY | YOUR GROUPSEPTEMBER 2015

Note: Company percentiles are based on Gallup’s 2015 Q12 Overall Company-Level Database for 100+ respondents. Group percentiles are based on Gallup’s 2015 Q12 Overall Workgroup-Level Database.

Where Do We Go From Here?Engagement is not a one-time event. It’s what happens after the survey that leads to team growth and improved performance.

Understanding the Gallup Q12® Survey Results Report

Group Reports

Copyright © 1993-1998, 2015 Gallup, Inc. All rights reserved.

Your Company Engagement Survey | OverallPercentile Range in Gallup Database <33 | 33-66 | >66

Your Company

4.76GRANDMEAN

Score (Respondents) Gallup Database Percentile Rank

Q00 Overall SatisfactionHow satisfied are you with [Company Name] as a place to work? 4.65 (459) 60

Q01 Know What’s ExpectedI know what is expected of me at work. 4.83 (457) 91

Q02 Materials and EquipmentI have the materials and equipment I need to do my work right. 4.83 (454) 95

Q03 Opportunity to Do BestAt work, I have the opportunity to do what I do best every day. 4.79 (452) 91

Q04 RecognitionIn the last seven days, I have received recognition or praise for doing good work. 4.81 (455) 88

Q05 Cares About MeMy supervisor, or someone at work, seems to care about me as a person. 4.76 (447) 62

Q06 DevelopmentThere is someone at work who encourages my development. 4.68 (452) 91

Q07 Opinions CountAt work, my opinions seem to count. 4.71 (454) 50

Q08 Mission/PurposeThe mission or purpose of my company makes me feel my job is important. 4.83 (455) 90

Q09 Committed to QualityMy associates or fellow employees are committed to doing quality work. 4.62 (457) 32

Q10 Best FriendI have a best friend at work. 4.68 (457) 87

Q11 ProgressIn the last six months, someone at work has talked to me about my progress. 4.75 (455) 89

Q12 Learn and GrowThis last year, I have had opportunities at work to learn and grow. 4.81 (458) 82

YOUR COMPANY | OVERALLSEPTEMBER 2015

Note: Company percentiles are based on Gallup’s 2015 Q12 Overall Company-Level Database for 100+ respondents. Group percentiles are based on Gallup’s 2015 Q12 Overall Workgroup-Level Database.

Each Q12 item has an average score.

This is your company’s GrandMean.

The GrandMean score is an average of the averages for the scores you receive on the individual Q12 items. It highlights your company’s overall engagement.

The total number of respondents is listed for each Q12 item.

Each Q12 item is color-coded by database percentile rank so that you can easily visualize where your company stands in relation to others.

Green — Above the 66th percentile in the Gallup database

Yellow — 33rd to 66th percentile in the Gallup database

Red — Below the 33rd percentile in the Gallup database

Group reports include both the company’s overall GrandMean and the group GrandMean for quick and easy comparison of the group’s engagement scores with those of the company.

The data on group reports are relevant only to the individuals in that particular group.

1 Carefully read and analyze your Gallup Q12 survey results.

2 Meet with your team for a State of the Team conversation.

Share and discuss the survey results. Together, complete the State of the Team tool and set goals for improvement.

3 Create visibility for team goals.

Talk about engagement routinely. Post the State of the Team tool where employees can see it.

4 Make engagement a priority and constantly focus on it.

With the help of the Engaging Conversations tools, meet with employees individually and collectively to build engagement and drive performance.

5 Regularly follow up on team goals and shine a spotlight on success.

Make adjustments to goals as needed. Frequently celebrate progress and recognize success.

Copyright © 1993-1998, 2014, 2016 Gallup, Inc. All rights reserved. Gallup ® and Q12® are trademarks of Gallup, Inc.M4EKit_UndrstndQ12Results_Posters_en-US_071316_bk

Understanding Your Q12 Results Tool

This easy-to-follow tool provides an overview of how to read and understand the Gallup Q12 survey results and what team leaders should do after the survey.