Have the Rules of Workplace Engagement Changed?

For decades, workplaces have been using the Gallup Q-12 to inform their assessment of workplace engagement. Managers use the tool to bring focus to the most important things to discuss with their workers and their work experience. Looking through the lens of a post-pandemic, remote and hybrid workplace, these “rules of engagement” start to look really different.

What is the Q-12?

Well, it’s 12 important statements covering everything from clear workplace expectations to materials and equipment to being recognized. These 12 actionable workplace elements offer proven links to performance outcomes. Simply put, the 12 statements answered affirmatively correlate highly with strong employee engagement; answered negatively correlate highly with poor employee engagement.

As workplace leaders we may need to change the way we are approaching and evaluating workplace engagement and have a critical look at the things that are keeping employees committed and focused.

In a workplace disrupted by a pandemic and the resulting remote-work challenges, the entire look and feel of our teams may be different. Our nearly 550 members at Cascade Employers Association have been telling us how they are creatively shifting focus to thrive under these new circumstances. We don’t necessarily have to “survey” our employees regarding these 12 considerations, but a conversation or two around these keys to engagement might be a very good idea.

Let’s look at three of the 12 key questions, just to explore the possibility that leveraging engagement may be an entirely different exercise when we are working remotely.

Q-1 I know what is expected of me at work?

Wow. Now that my team members work at home most of the time, expectations for clocked hours may be different. Expected communication response times may also be different. Wait, am I supposed to deliver the same deliverables at the same volume as I was delivering in April? Has my job description changed? Probably time to review with our employees all these expectations.

Q-2 I have the materials and equipment I need to do my work right?

For our members, this one has been a hot-button issue where supply chains, IT teams and managers end up taking the heat. The list of stuff I need to get my work done and the prioritization of this stuff has definitely changed. Do your people have what they need to be effective when working from home? Is this being confirmed and communicated? How often do you reassess? Check-in?

Q-4 In the last seven days I have received recognition or praise for doing good work?

This is a question about supervisors and leaders paying attention to and commenting on positives and what’s going well. This has changed for a lot of us as we don’t get face-to-face with any regularity. What hasn’t changed is the need for recognition. We all still need recognition and appreciation for doing things that contribute to team success and connect to organizational goals. Can’t just manage by wandering around anymore.

Maybe one more. What about Q-5 My supervisor, or someone at work, seems to care about me as a person? Are you finding ways to reach out to your employees even in a busy workweek to demonstrate your understanding of the personal stressors that are affecting them? We all know what a big difference this kind of caring can make.

We will be exploring all 12 of the Q-12 and ways to improve our workplace connections in our 9-Part Leadership Development Series. We will develop an action plan as we outline best-practices for the 2022 workplace. Hope you are able to join us.