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Resources and FAQs

Help me to understand a particular Q12 question from the survey

12 Elements of Engagement:  What do the questions really mean?

Q1: I know what is expected of me at work.

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

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

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

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

Q6: There is someone at work who encourages my development.

Q7: At work, my opinions seem to count.

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

Q9: My associates or fellow employees are committed to doing quality work.

Q10: I have a best friend at work.

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

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

 

I need training or coaching on engagement

To schedule trainings or coaching sessions, email our Organizational Development and Engagement team at ODE@untsystem.edu. We offer the following:

  1. For Supervisors: Engagement Action Planning Training
  2. For Individuals: Owning Your Own Engagement Training
  3. For Teams: Engagement Coaching

Who can I contact with questions or support?

If you have any questions on your Gallup Survey results or engagement in general, please contact ODE@untsystem.edu.
 
For a great on-demand resource check out our pre-recorded training to learn about the purpose of why we are focusing on Employee Engagement  Click here to watch:  LearnHSC   UNT Bridge

Who gets a report?

  1. Managers with four or more direct reports who completed the survey will receive a report. Gallup refers to these team members as “respondents.” Please note, managers themselves do not count toward the four respondent total. If you have three team members, plus yourself, you will not receive a report.
     
  2. Managers with less than four direct reports who have four or more team members in their reporting structure who complete the survey will get a “roll up” report showing results of respondents who report to them through different managerial levels..

Example:

Jane is a director with two direct reports, Sam and Amy, who are both managers. Amy has four people on her team, and Sam has two. This means Jane has eight people total on her team. Jane and Amy are both eligible to receive reports if four or more team members respond. Amy’s will include her team members who responded. Jane’s “roll up” report will include Sam, Amy, and all of Sam and Amy’s direct reports who responded.

The “roll up” report structure gives Jane a better perspective on her team’s overall engagement, beyond her own direct reports.

Why do some reports include an or Engagement Index, and others do not?

Engagement Index: Managers who had 30 to 99 respondents will receive a partial Engagement Index that only reflects the percentage of engaged faculty and staff members on their team. Managers who had 100 or more respondents will receive an Engagement Index that reflects the percentage of engaged, not engaged, and actively disengaged faculty and staff members on their team. 

In order to get the full Engagement Index there must be 100 or more respondents for each Q12 question.

What is the “Education (Post-Secondary/Faculty) Database” referring to?

The Education - Postsecondary/Higher Education database includes academic divisions, student services entities, and departments within a university or college; colleges, universities, and professional schools; and, technical and trade schools that participate in the Gallup Engagement Survey.  The database shows comparison data of how are institutions performed and those included in the database.

A supervisor who has left is listed on my department’s report. What do I do?

Your Gallup results are a snapshot of our engagement at the date and time of the survey. The supervisor listed on your report would be the supervisor who was over the department during that time. Your team should participate in the Engagement Action Planning session with the most current composition of the team. Use the most relevant available results to discuss and develop an engagement action plan.

What if the composition of the team has changed since the survey was taken?

Your Gallup results are a snapshot of our engagement at the date and time of the survey. Your team should participate in the Engagement Action Planning Session with the most current composition of the team. Use the most relevant available results to discuss and develop an engagement action plan.

What if our team does not have enough responses to the survey to receive data specific to our team?

Sometimes, teams are too small to receive a report of their survey results; this is done to protect the confidentiality of survey respondents. Instead you will use aggregate results from the next most relevant level. Nevertheless, your team shouldn't miss out on the Engagement Action Planning session just because they didn't receive survey results specific to the group. Instead, start the action planning process by asking team members if they feel their team would have similar results for each item and where the differences lie. Develop plans based on these discussions.