Exploring Insights and Next Steps from Q12 Engagement Survey Results
In the fall semester, Georgia Tech participated in the Gallup Q12 Engagement Survey, which allowed faculty and staff to share their Tech experience and perspectives on workplace engagement.
The survey metrics and feedback will help Georgia Tech leaders adjust programs and practices to best promote a healthy workplace culture, increase productivity, and prioritize employee well-being.
“The data we were able to collect provided valuable insight into key elements of our employees’ experience at work, including clarity of expectations, professional development opportunities and whether or not each employee feels that they’re a valued member of their team and of the Institute,” said Diamond Ford, senior director of Employee Experience and Development. “In comparison to other R1 Postsecondary Institutions, Georgia Tech performed well, ranking in the 84th percentile based on Gallup’s 2024 Q12 Education database. These findings suggest a strong foundation for engagement, with opportunities to further enhance employee connection and commitment.”
Nearly 5,000 employees participated in the survey, which asked for faculty and staff opinions and experiences on topics including workplace satisfaction, belonging, and communication.
Georgia Tech’s two highest-scoring Q12 engagement indicators were:
- “At work, my opinion seems to count.”
- “In the last year, I have had opportunities at work to learn and grow.”
These results highlight that surveyedemployees feel their voices are valued and that there are opportunities for professional development and career growth at the Institute. To build on these strengths, Georgia Tech Human Resources will continue fostering an environment where employees feel empowered to contribute their ideas and have access to meaningful learning opportunities that support career advancement.
Georgia Tech’s two lowest-scoring Q12 engagement indicators were:
- “In the last seven days, I have received recognition or praise for doing good work.”
- “I have a best friend at work.”
These findings indicate opportunities to strengthen our culture of recognition and development of workplace relationships. Moving forward, Georgia Tech Human Resources will prioritize initiatives and develop strategies that encourage consistent recognition of employees’ contributions and promote camaraderie, collaboration, and belonging among colleagues.
One of the survey’s insights highlights an important area of focus for people leaders in particular: 70% of the variance in team engagement is determined solely by the manager.
To put it plainly, frontline managers are the most crucial part of the success of an organization’s employee engagement strategy. Because of this, Georgia Tech’s approach is to support and equip managers to drive engagement in each of their teams.
“This particular finding solidifies the essential role our people leaders play in ensuring our culture and values are upheld from the top down,” said Ford. “We will continue to develop tools and programs, like the new courses offered through the Leading @Tech initiative, to support people leaders in making their team as engaged and healthy as possible.”
In December, executive and senior leaders were provided with a detailed review of the Gallup Q12 Engagement Survey data, led by a Gallup consultant. On Jan. 7, leaders received their team-specific reports through an email invitation to the Gallup access portal. Leaders should search their email inboxes for a message from Gallup to view their individual results. Note: If you did not receive a message from Gallup and believe you should have, submit a question or comment here.
To support leaders in interpreting these results and developing action plans, Gallup consultants facilitated an online session on Jan. 28. This session guided Tech leaders through their teams’ engagement insights and introduced tools and resources to help drive meaningful change within their units.
Looking ahead, Georgia Tech leadership will use the Q12 data to develop action plans and track progress. Human Resources encourages leaders to take proactive steps in fostering engagement within their teams by:
- Joining us at our monthly People Leaders Forum, and reading our monthly People Leaders Newsletter for valuable insights and best practices on boosting team engagement.
- Sharing your Q12 department or unit results with your team to be transparent and drive meaningful discussions.
- Taking advantage of one of our upcoming Leading @ Tech courses, which focus on leveraging Q12 Engagement data to provide managers with actionable strategies for improvement.
For additional resources for people leaders, visit the Engagement and Well-being website or reach out to Nzinga Benton, director of Engagement and Well-being.