Close banner State of the Global Workplace: 2025 Report See the latest data and insights from our annual study of employees worldwide. Download Report Consulting Expertise The Q12®: The World's Leading Employee Engagement Survey Gallup's engagement survey helps leaders drive clarity and high performance, even when the workplace evolves. When disruption leads to disengagement, burnout and turnover, the Q12 identifies and reinforces the core conditions high-performing teams need to thrive. Contact a Gallup Expert to Get Started Business Outcomes of Engagement The Results of Using the Q12 Engagement Questions to Lead Teams Gallup has studied over 3.3 million workers across 100,000+ teams to understand the effects of engagement on essential business metrics. This research has examined teams in the top quartile of engagement, comparing their results to those in the bottom quartile. Gallup finds that highly engaged teams consistently outperform their peers in key business outcomes. What highly engaged employees achieve more of: 10% higher customer loyalty/engagement 14% higher productivity (production records and evaluations) 18% higher productivity (sales) 23% higher profitability 70% higher wellbeing (net thriving employees) 22% higher organizational citizenship (participation) What highly engaged employees achieve less of: 78% less absenteeism 21% less turnover for high-turnover organizations 51% less turnover for low-turnover organizations 28% less shrinkage (theft) 63% fewer safety incidents (accidents) 32% fewer quality defects *The above figures are median percent differences across companies in Gallup's database. High-turnover organizations are those with more than 40% annualized turnover. Low-turnover organizations are those with 40% or lower annualized turnover. Connect With an Engagement Expert Dig Deeper Into the Research The 12 Elements of Great Management What Are the Gallup Q12 Questions? The Q12 is much more than 12 employee engagement survey questions that are highly predictive of team performance. It's also an employee engagement tool that simplifies employee needs and guides managers and leaders to more effective coaching. This Gallup survey measures four levels of employee needs, from basic clarity to personal growth. When these needs are met in sequence, they create a workplace where individuals and teams can thrive. Each level builds on the last, creating a road map for managers to motivate and develop their teams. This last year, I have had opportunities at work to learn and grow. In the last six months, someone at work has talked to me about my progress. I have a best friend at work. My associates or fellow employees are committed to doing quality work. The mission or purpose of my company makes me feel my job is important. At work, my opinions seem to count. There is someone at work who encourages my development. My supervisor, or someone at work, seems to care about me as a person. In the last seven days, I have received recognition or praise for doing good work. At work, I have the opportunity to do what I do best every day. I have the materials and equipment I need to do my work right. I know what is expected of me at work. How satisfied are you with your company as a place to work? Talk to an Engagement Expert Explore the Science Behind the Questions Expand Your Survey Q12+: The Next Step in Engagement Intelligence Get Greater Predictive Clarity With the Q12+ To address today's evolving workplace, Gallup has added four employee survey questions that help leaders better understand respect, wellbeing, feedback and brand integrity. Known as the Q12+, this expanded survey represents four employee needs that leaders in today's dynamic workplaces must understand and enhance. 13. At work, I am treated with respect. 14. My organization cares about my overall wellbeing. 15. I have received meaningful feedback in the last week. 16. My organization always delivers on the promise we make to customers. Customize Your Survey to Meet Your Unique Circumstances The 12 elements make up the core Q¹² survey. Gallup also offers more than 150 tested and validated items to supplement them. Other survey question topics include: leadership employee experience culture inclusion remote work and more Questions You Can Count On Each Q12 Survey Item Is: rigorously tested and scientifically validated proven to link to performance outcomes paired with actionable advice to guide managers extensively benchmarked for meaningful comparisons Connect With an Engagement Expert Begin Engaging Today How to Get Started With an Engagement Survey Four easy steps can start you on the journey to better engagement: 1 Partner with Gallup. 2 Deploy your survey. 3 Analyze the results. 4 Take action. Using Gallup Engagement Survey Data Survey Insights You Can Customize and Apply Immediately Gallup gives you the power to tailor how you view and analyze your survey data. For instance: Compare results to industry, competitor and top-quartile benchmarks. Segment by role, region, team and more. Equip managers with the data to guide real-world decisions. Going Beyond The Survey We Help You Turn Your Data Into Performance Many engagement survey vendors provide measurement but no proven path to action. Gallup helps clients connect engagement to the actions that drive outcomes like productivity and profitability. We equip you with: Benchmark data from Gallup's proprietary employee engagement questions, comparing your results to top-performing organizations in your industry Platform-driven guidance based on your survey results and decades of research into the most successful teams Expert consultation to design and implement a high-impact engagement strategy Start Your Gallup Partnership Today Your Top Inquiries Frequently Asked Questions Expand Why should organizations invest in employee engagement surveys? Gallup recommends that organizations invest in employee engagement surveys because they directly link to better business outcomes, including higher productivity, profitability and customer loyalty and lower turnover. Tools like Gallup's Q12 survey help leaders measure what matters most: clear expectations, recognition, development and purpose. These insights enable targeted action, improve team performance and strengthen workplace culture, even in times of disruption. Engagement surveys are not just diagnostics; they're strategic tools for driving measurable, sustained success. Expand What questions should I ask in engagement surveys? Gallup's Q12 survey is the industry standard for measuring employee engagement, backed by decades of research and used by leading organizations worldwide. These 12 questions are scientifically validated to reveal the core conditions employees need to succeed: clear expectations, the right resources, meaningful recognition, development opportunities and a strong sense of purpose. The Q12 turns abstract concepts like engagement into measurable data leaders can act on and has been proven to link directly to performance, retention and profitability. Expand Can I ask questions other than the original 12 in the Q12 engagement survey? Yes. For starters, you can include the four additional questions that were created as part of the Q12+: At work, I am treated with respect. My organization cares about my overall wellbeing. I have received meaningful feedback in the last week. My organization always delivers on the promise we make to customers. You can also ask additional questions from a bank of more than 150 other tested and validated questions. With a subscription to Gallup Access, you can create custom questions to ask in pulse surveys. Expand How do I set up and administer a Gallup survey? Administer surveys through Gallup Access, our online workplace platform. Expand When and how often should I survey? It is best practice to make engagement a core part of a broader employee experience strategy, conducting an initial survey to create your benchmarks and then surveying every six months to ensure you are making progress toward your goals. Expand How can I drive better employee participation in surveys? Gallup recommends that organizations drive higher employee participation in engagement surveys by fostering trust before the survey, setting clear expectations and showing that feedback leads to action. Leaders should actively endorse the survey process and explain its purpose, emphasizing how results will be used to improve the workplace. Ensuring anonymity is critical to gathering honest input, and managers must be trained to discuss results with their teams. When employees see that their voices lead to real change, surveys become a trusted part of the organization's culture. Expand Does Gallup have engagement survey options for smaller organizations? Yes. Visit our store for a one-time engagement survey, which is our recommended option for organizations with fewer than 100 employees. If you have more than 100 employees, talk to a Gallup consultant to explore your engagement needs. Still have questions? Contact Us Contact Us Talk to an expert about building an engaged, high-performance culture. Fill out the form with your information to have a Gallup representative contact you via email or phone within 24 hours. (*) Required * Full Name * Job Title Select One Executive Vice President Director Senior Manager Manager Staff President/Superintendent Senior Administrator Faculty/Staff/Educator Student Other * Email Address * Phone Number * Company * Postal Code * Country or Region Select One United States of America Afghanistan Aland Islands Albania Algeria American Samoa Andorra Angola Anguilla Antarctica Antigua and Barbuda Argentina Armenia Aruba Australia Austria Azerbaijan Bahamas Bahrain Bangladesh Barbados Belarus Belgium Belize Benin Bermuda Bhutan Bolivia (Plurinational State of) Bonaire, Sint Eustatius and Saba Bosnia and Herzegovina Botswana Bouvet Island Brazil British Indian Ocean Territory (the) Brunei Darussalam Bulgaria Burkina Faso Burundi Cambodia Cameroon Canada Cape Verde Cayman Islands (the) Central African Republic Chad Chile China Christmas Island Cocos (Keeling) Islands (the) Colombia Comoros Congo (Kinshasa) Congo Brazzaville Cook Islands (the) Costa Rica Cote d'Ivoire Croatia Cuba Cyprus Czech Republic Democratic People's Republic of Korea Denmark Djibouti Dominica Dominican Republic Ecuador Egypt El Salvador Equatorial Guinea Eritrea Estonia Ethiopia Falkland Islands (the) [Malvinas] Faroe Islands Federated States of Micronesia Fiji Finland France French Guiana French Polynesia French Southern Territories (the) Gabon Gambia Georgia Germany Ghana Gibraltar Greece Greenland Grenada Guadeloupe Guam Guatemala Guinea Guinea-Bissau Guyana Haiti Heard Island and McDonald Islands Holy See Honduras Hong Kong S.A.R. of China Hungary Iceland India Indonesia Iran Iraq Ireland Isle of Man Israel Italy Jamaica Japan Jersey Jordan Kazakhstan Kenya Kiribati Kuwait Kyrgyzstan Lao People's Democratic Republic Latvia Lebanon Lesotho Liberia Libya Liechtenstein Lithuania Luxembourg Macao S.A.R. of China Madagascar Malawi Malaysia Maldives Mali Malta Marshall Islands Martinique Mauritania Mauritius Mayotte Mexico Moldova Monaco Mongolia Montenegro Montserrat Morocco Mozambique Myanmar Namibia Nauru Nepal Netherlands (Kingdom of the) New Caledonia New Zealand Nicaragua Niger Nigeria Niue Norfolk Island North Macedonia Northern Mariana Islands Norway Oman Pakistan Palau Palestinian Territories Panama Papua New Guinea Paraguay Peru Philippines Pitcairn Poland Portugal Puerto Rico Qatar Reunion Romania Russia Rwanda Saint Barthélemy Saint Kitts and Nevis Saint Lucia Saint Martin (French part) Saint Pierre and Miquelon Saint Vincent and the Grenadines Samoa San Marino Sao Tome and Principe Saudi Arabia Senegal Serbia Seychelles Sierra Leone Singapore Sint Maarten (Dutch part) Slovakia Slovenia Solomon Islands Somalia South Africa South Georgia and the South Sandwich Islands South Korea South Sudan Spain Sri Lanka Sudan Suriname Svalbard and Jan Mayen Swaziland Sweden Switzerland Syria Taiwan (Province of China) Tajikistan Tanzania Thailand Timor-Leste Togo Tokelau Tonga Trinidad and Tobago Tunisia Türkiye Turkmenistan Turks and Caicos Islands Tuvalu Uganda Ukraine United Arab Emirates United Kingdom United States Minor Outlying Islands Uruguay Uzbekistan Vanuatu Venezuela Vietnam Virgin Islands, British Virgin Islands, U.S. Wallis and Futuna Western Sahara Yemen Zambia Zimbabwe I’d also like to be among the first to know about new Gallup offerings and services. I understand that I may unsubscribe from these offerings at any time. Subscribe to the Front Page newsletter, where we break down Gallup's latest insights and critical findings from our global research each week. By clicking the button below, you agree to have your information processed, transferred and stored on servers in the United States. Review Gallup's Privacy Statement(opens in a new window) to learn about our commitment to your privacy and how we use your information. * This site is protected by reCAPTCHA and the Google Terms of Service apply.