My Voice at GW Survey Questions

The core of the My Voice at GW survey is Gallup's Q12 engagement survey. Each of the questions on the Q12 is carefully designed and validated to measure a specific nexus of engagement-related needs. While each question alone provides its own data, the results from the full survey can provide insight into the complex nature of engagement and how different elements work together to create an engaging work environment. In addition to the Q12 questions below, stakeholder interviews from faculty and staff at the university informed additional questions targeted to themes key to the GW employee community.

Q1 I know what is expected of me at work.

Need Measured: Focus me

This is the most foundational element of engagement. When faculty and staff come to work and have a clear understanding of what their roles are, it allows them to focus their attention in the right ways.

Q2 I have the materials and equipment I need to do my work right.

Need Measured: Free me from unnecessary stress

Lack of proper materials and equipment is the element most highly correlated with stress for employees. This need is not always tangible and can include intangible elements such as information and empowerment.

Q3 At work, I have the opportunity to do what I do best every day.

Need Measured: Know me

It is important to understand what each employee does best and allow them to develop based on their own individual strengths. Burnout comes from challenging jobs where faculty and staff are not using their strengths, but are using their weaknesses over and over.

Q4 In the last seven days, I have received recognition or praise for doing good work.

Need Measured: Help me see my value

Praise should come from multiple sources at multiple times. Recognition is an ongoing need and should be frequent. It’s important to know how faculty and staff prefer to receive their feedback, publicly or privately.

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

Need Measured: Care about me

Faculty and staff who feel cared about are more likely to trust and collaborate. There is an increase in productivity and retention when they feel safe sharing ideas and information and supporting each other.

Q6 There is someone at work who encourages my development.

Need Measured: Help me grow

The #1 reason people change jobs is career development. Development is an ongoing process focused on an individual’s unique talents and strengths. It is important to always think about the next step and find projects and promotions that allow employees to use their talents and strengths.

Q7 At work, my opinions seem to count.

Need Measured: Hear me

This need is about ongoing dialogue and listening. It is important to create an environment where it is easy for faculty and staff to communicate what they are experiencing at work. This leads to more informed decision making for leaders and managers.

Q8 The mission or purpose of my organization makes me feel my job is important.

Need Measured: Help me see my importance

It is important to have a simple and meaningful mission statement so faculty and staff can connect to it. Faculty and staff can be more energized and productive when they understand how their job fits into the grand scheme of things.

Q9 My fellow colleagues are committed to doing quality work.

Need Measured: Help me feel proud

Faculty and staff need a deep awareness of standards and expectations. They should be held accountable for their work and exceptional work should be recognized and shared.

Q10 I have a best friend at work.

Need Measured: Help me build trust

The use of the phase "best friend" has been carefully tested and evaluated by Gallup. Words such as "close" or "good" do not correlate as accurately with employee engagement as "best." When asked "Do you have friends at work?" people are more likely to respond "Yes." "Best friend" implies something deeper. It indicates a high level of trust and that people will be more open to sharing information and looking out for their colleagues.

Q11 In the last six months, someone at work has talked to me about my progress.

Need Measured: Help me review my contribution

It is important for employees to understand how they are doing, how their work is perceived, and what the future holds for them. When faculty and staff have regular progress checks, they are more likely to stay and twice as likely to recommend their workplace as a great place to work.

Q12 This last year, I have had opportunities to learn and grow.

Need Measured: Challenge me

Opportunities to learn are always needed. It’s important for learning to be a continuous journey that builds on knowledge they accumulate over time. It allows faculty and staff to grow in their roles and empowers them to take on new roles and responsibilities.