Gallup defines engaged employees as those who are involved in, enthusiastic about and committed to their work and workplace. Gallup institution developed a concrete model that explains three levels of engagement. They are as follows:
i. ‘Engaged’ - These employees are passionate about their work and put discretionary effort at work. They are the most desirable by an organization as they constantly display innovation and commitment. ii. ‘Not engaged’ - These employees put in minimal effort at work. They pretend to be working but are not in reality. iii. ‘The disengaged’ - These employees are the biggest threat for the engagement of employees in an organization as they are the most dissatisfied employees who intend to spread their dissatisfaction to others and cause for
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L. (2002), Gallup Organisation has tried to answer some of the pertinent questions regarding employee engagement such as what do employees need from their work place, what do they need to thrive, what do they need to stay engaged and perform the best they can at work. Through their research, they narrowed down the requirements to 12 questions which the most engaged employees answered positively and others answered neutrally and negatively. The speciality of these questions is their ability to differentiate between the different types of employees. These questions measure the core elements that are required to attract, keep the employees focussed and retain the talented employees. The question of the Gallup survey are as follows –
i. Do I know what is expected of me at work? ii. Do I have the materials and equipment I need to do my work right? iii. At work, do I have the opportunity to do what I do best every day? iv. In the last seven days, have I received recognition or praise for doing good work?
v. Does my supervisor, or someone at work, seem to care about me as a person? vi. Is there someone at work who encourages my development? vii. At work, do my opinions seem to