The seventh question in Gallup’s Q12 engagement survey is, "At work, my opinions seem to count."
This question assesses whether employees feel their ideas and contributions are valued. Feeling heard and respected boosts engagement, fosters innovation, and strengthens team morale.
In this seventh of twelve articles on Gallup’s Q12 engagement survey, we unpack this important question by covering the following topics:
- What High-Performing Organizations Do for Q7
- Where Organizations Can Go Wrong on Q7
- Suggestions for Improvement
- Tips for Managers to Support Q7
- Tip for Employees to Support Their Own Engagement on Q7
- Bonus: Q7 Engagement Activity
What High-Performing Organizations Do for Q7
- Encourage Open Dialogue: High-performing organizations create an open environment where employees feel comfortable sharing their opinions and ideas.
- Act on Feedback: These organizations don’t just listen — they act on the feedback they receive. Employees see the impact of their opinions, which drives higher engagement.
High-Performing School Example: Teachers have a voice in key decisions about curriculum, school policies, and instructional strategies. Regular meetings or forums are held where teachers can share feedback, voice concerns, or offer suggestions for improvement. School leaders actively listen to teachers' ideas, and when feasible, incorporate them into decision-making processes. Teachers feel their input directly impacts the school’s direction and feel heard and valued in the process.
Where Organizations Can Go Wrong on Q7
- Dismissal of Ideas: If employee suggestions are regularly ignored or dismissed, it can lead to disengagement and a lack of trust in leadership.
- Lack of Opportunities to Share Input: Without regular forums for sharing opinions, employees may feel disconnected or undervalued.
Suggestions for Improvement
- Create Feedback Channels: Implement systems where employees can share ideas, such as suggestion boxes, surveys, or open-door policies.
- Value All Opinions: Ensure that every voice is heard, regardless of role or seniority. Acknowledge all contributions, even if they’re not always actionable.
- Show Impact: When employee feedback results in change, communicate it to the team to show that their opinions matter.
Tips for Managers to Support Q7
- Solicit Input Regularly: Actively ask for feedback from your team, whether in meetings or through surveys, and give employees the chance to voice their opinions.
- Acknowledge Contributions: Always acknowledge when an employee’s input has been valuable, even if it doesn't result in immediate change.
Tips for Employees to Support Their Own Engagement on Q7
Speak Up: Don’t be afraid to share your thoughts. Your ideas can have a significant impact on the team and the organization.
Bonus: Q7 Engagement Activity
Q7: "At work, my opinions seem to count."
Activity: "Voice in Decision Making"
Goal: To actively engage employees in decision-making processes.
Instructions:
- Identify an ongoing project or change where employees can provide feedback or ideas.
- Host a meeting to discuss the issue, allowing employees to share their perspectives and suggestions.
- Implement viable suggestions and ensure employees see their input being acted upon.
Outcome: Employees feel empowered and valued, fostering a sense of ownership and involvement.
Conclusion
When employees feel that their opinions matter, they are more engaged, motivated, and committed to the organization’s success. Encourage open dialogue, act on feedback, and make every employee feel heard.
As we move through 2025, let’s make Q7 a priority in fostering an engaged and high-performing workforce. Stay tuned for next month’s issue, where we’ll dive into Q8: “The mission or purpose of my company makes me feel my job is important.”
Need help with employee engagement? Contact us for guidance on measuring, analyzing, and improving employee engagement to drive better outcomes. Let’s work together to create a more engaged and successful workplace.