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Gallup Engagement

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What is Employee Engagement?

Employee engagement plays a strategic role across the UNT World. Strong engagement increases emotional or psychological commitment to the UNT System and its campuses, and motivates faculty and staff to do their best work while contributing to organizational success. Employee engagement is about the connections we have with our work and workplace and the relationships we build with the people we work with. Relationships and connections are important to our well-being and our commitment to what we “do.” Engaged employees have a personal connection to the success of the organization. Engaged employees are psychologically committed to their work, go above and beyond their basic job expectations, and want to play a key role in fulfilling the mission of their organizations.

Gallup defines engaged employees as those who are involved in, enthusiastic about, and committed to their work and workplace.

If engagement’s focus on connections and relationships has you thinking this is not a topic for you, then stop and consider this: commitment determines how hard employees work and how long they stay. Engaged employees lead to higher levels of performance, and higher levels of retention.

Teams with high levels of engagement experience:

*Source: Gallup’s 2012 Q12 Meta-Analysis





Gallup Survey Updates

Organizational Development & Engagement (ODE) conducted the 2020 Gallup Engagement Survey from October 26th to November 6th.  The news for 2020 is Engagement is up!  Below you will find engagement training sessions as well as a link to the New Gallup Portal which will take you to your results.  For engagement support or questions, please email us at

Engagement Action Planning 
An Engagement Action Planning session is an important next step that every team should have following a review of their engagement survey results. This session will review what engagement means, demonstrate a few ways to conduct an engagement conversation with your team, and review how to create an action plan based on those conversations.
•    Learn the key concepts of employee engagement and be able to articulate those concepts to others. 
•    Discover how to effectively prepare for a productive engagement discussion with your team. 
•    Identify helpful communication techniques to encourage transparent dialogue during the engagement action planning session. 
•    Discuss strategies to keep your team focused on engagement after the action planning session is over.  
When:  Thursday, March 4, 2021   2:00 PM – 3:30 PM     Intended Audience:  All employees 
               Tuesday, March 16, 2021  2:00 PM – 3:30 PM     Intended Audience:  All employees

                           Click Here for the 2020 Gallup Survey Results     

For a guided tour and explanation on how to read your report view the recording of our live training

Utilizing the new Gallup Portal.

How to Review my Engagement Results

Help me create an action plan to improve engagement on my team!

Provide me with additional resources and FAQs

Show me previous years' results and information

Three Types of Employees

To further define engagement, we can look at Gallup’s differentiation of employees into three distinct levels: engaged, not engaged, and actively disengaged. 

According to Gallup, “engaged employees stand apart from their not-engaged and disengaged counter-parts because of the discretionary effort they consistently bring to their roles. These employees go the extra mile, work with passion, and feel a profound connection to their company. They are the people who will drive innovation and move your organization forward.”

ENGAGED These employees are loyal and psychologically committed to the organization. They are more productive and more likely to stay with their organization.
NOT ENGAGED These employees may be satisfied and productive, but they are not psychologically connected to their organization. They are more likely to miss workdays and leave the organization.
ACTIVELY DISENGAGED These employees are physically present but psychologically absent. They are unhappy with their work situation and insist on sharing this unhappiness with their colleagues.


According to Gallup’s 2017 State of the American Workplace report, out of the 100 million full-time employees in the American workforce, only one-third are what Gallup calls engaged at work.

*Source: Gallup Business Journal: Five Ways to Improve Employee Engagement Now