Gallup Q12 Survey: How Leaders Can Successfully Act On Question 5

The fifth question in Gallup’s Q12 engagement survey is, "My supervisor, or someone at work, seems to care about me as a person."

This question is about connection and well-being in the workplace. It assesses whether employees feel seen, respected, and valued beyond their job performance. It reflects whether someone, ideally a supervisor, acknowledges them as a whole person.

High-performing teams are built on mutual respect and awareness of each other’s strengths and capabilities. When employees understand what their coworkers do well, it enhances collaboration, problem-solving, and overall team effectiveness. 

In this fifth 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 Q5
• Where Organizations Can Go Wrong on Q5
• Suggestions for Improvement
• Tips for Managers to Support Q5
• Tip for Employees to Support Their Own Engagement on Q5
• Bonus: Q5 Engagement Activity

What High-Performing Organizations Do for Q5

1. Promote Strengths-Based Collaboration: These organizations encourage employees to openly share their strengths and how they contribute to team success, which fosters trust and teamwork. Regularly check in on how employees are doing, not just what they are doing. Celebrate milestones and check in frequently.
2. Cross-Training Opportunities: High-performing companies facilitate cross-training, where employees learn about the different roles and expertise of their coworkers. This improves team synergy and helps employees understand how their individual roles connect to the larger goals.

High-Performing School Example: Principals and department heads show genuine interest in teachers' well-being. They regularly check in on staff not only to discuss professional matters but to ask about their personal lives, challenges, and well-being. Teachers feel supported during tough times—whether it’s work-related stress or personal difficulties. Teachers want to feel cared about as a whole person and see their administrators within their classroom for more than coaching on teaching techniques, but also personal growth, mental health, and work-life balance.

Where Organizations Can Go Wrong on Q5

1. Siloed Work Culture: When employees only focus on their own work and aren’t aware of their coworkers' strengths, it leads to inefficiencies and missed opportunities for collaboration. Generic “check-ins” that are not authentic or appear to be genuine. 
2. Lack of Team-Building Opportunities: If employees don’t regularly interact in meaningful ways, they may not have the opportunity to understand each other’s strengths and talents. Lack of follow through on commitments to team members breaks trust and accountability. 

Suggestions for Improvement

1. Facilitate Strengths Discovery: Provide opportunities for employees to share their strengths with their teams, such as through strengths assessments or team-building workshops.
2. Foster Cross-Department Collaboration: Encourage collaboration between departments to enhance employees' understanding of each other’s roles and skills.
3. Host Regular Team Meetings: Organize meetings where employees can showcase their work and how their strengths contribute to team goals. Encourage your team to discuss how each person prefers to be supported. 

Tips for Managers to Support Q5

1. Encourage Open Communication: Create an environment where team members openly talk about their strengths and offer each other support based on those strengths. Have team members get to know each other by asking meaningful questions and actively listening.
2. Facilitate Collaboration: Use team projects as an opportunity for employees to lean into each other’s strengths, creating a more cohesive and efficient team dynamic. Use team huddles or chats to recognize personal wins regularly. 

Tips for Employees to Support Their Own Engagement on Q5

Share Your Strengths: Don’t be afraid to let your coworkers know what you excel at. This transparency fosters trust and encourages others to do the same.

Bonus: Q5 Engagement Activity

Q5: "My supervisor, or someone at work, seems to care about me as a person."

Activity: "Personal Check-In Conversations"

Goal: To build strong, supportive relationships between managers and employees.

Instructions:

1. One-on-One Conversations: Schedule one-on-one meetings with each employee to check in not only about work but also about their well-being. Ask them how they’re doing personally and professionally.
2. Listening Session: Create a safe space where employees feel comfortable sharing personal concerns or challenges. Make sure to listen actively and empathetically.
3. Follow-Up: Show that you care by following up on key points in future conversations, offering support or resources where needed (e.g., work flexibility, wellness programs).

Outcome: Employees feel valued as individuals, not just as workers, leading to greater loyalty and engagement.

Conclusion

In organizations where employees feel genuinely cared for, trust and collaboration thrive. By encouraging strengths-based teamwork, meaningful check-ins, and opportunities for growth, leaders create a supportive environment where individuals feel valued and respected, personally and professionally.

As we move through 2025, let’s make Q5 a priority in fostering an engaged and high-performing workforce. Stay tuned for next month’s issue, where we’ll dive into Q6: “There is someone at work who encourages my development.”

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.