Reading Your Results - University of North Texas

Reading Your Results

The Q12 survey results provide a snapshot in me of your team's engagement story. As you review your results, keep in mind that numbers cannot change an organiza on on their own; rather, it takes focused a en on on the part of each team member to create change and posi vely impact engagement levels in the organiza on.

The best way to understand the numbers and know what is going on within your team is to talk with your team members. Your team's engagement results are a great way to start a conversa on about current engagement levels, how the team gets things done and how to improve engagement.

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1 Respondents: The greatest number of employees who responded on any one ques on. Depending on survey par cipa on, the number of respondents on your report may not match the total number of employees on your team. Remember, employees are not required to answer all survey items for their responses to count; however, an employee must answer at least one item to be counted toward the total number of respondents.

2 Grand Mean: The Grand Mean measures the overall engagement of the indicated workgroup level for which the report was generated. The Grand Mean score is an average of the scores received for the individual Q12 items at the workgroup level. The higher the score (with a maximum possible score of 5.00), the more engaged employees are at this level.

3 Percen le--Educa on Services Benchmark: This percen le shows how the Grand Mean result compares with Gallup's database of Educa on Services organiza ons that have administered the Q12 survey. For example, if your percen le score is 47, your score is higher than 47% of all other scores and lower than 53% of all other scores in the database. Percen le rankings of 75 and above are considered world class when compared with the Gallup database.

4 Net Promoter Score (NPS): The Employee Net Promoter Score measures how likely team members are to recommend their organiza on to others as a great place to work. A score of "0" is considered good. A score of "50" or above is considered excellent. A score of "70" or above is world-class. While the NPS score is not an engagement score, it is designed to assist in gaining insight into employee engagement by measuring employee loyalty.

Think of your survey results as a lens that allows you to focus on your team's engagement. The report gives you insight and a glimpse into what Gallup refers to as the "state of your team."

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5 Mean Scores: The Current Mean Score is an average of the scores received on the individual Q12 item. It shows the average item score using the 5-point survey scale, with 5.00 being the highest score and 1.00 being the lowest.

6 Size: The greatest number of employees who responded to the indicated Q12 item. Keep in mind, the number of respondents for each ques on may not match the total number of employees on your team. Remember, employees are not required to answer all survey items for their responses to count.

7 Gallup Percen le Rank: This column shows how your Current Mean Score for the individual Q12 item compares with Gallup's database of all organiza ons that have administered the Q12 survey (versus the Percen le--Educa on Services Benchmark Rank (#3), which compares to Gallup's Educa on Services Benchmark database).

These benchmark values are useful in gauging engagement rela ve to other organiza ons. For example, if your percen le score is 47, your score is higher than 47% of all other scores and lower than 53% of all other scores in the database. Percen le rankings of 75 and above are considered world class when compared with the Gallup database.

8 Frequency Distribu on: This column breaks down the number of responses by percentage across the 5-point survey scale, with 5.00 being the highest score and 1.00 being the lowest.

Understanding the Scale

It is important to remember that the ra ng scale is a measure of subjec ve percep ons. This makes it extremely important to discuss ra ngs with your team to gain a be er understanding of each team member's engagement story.

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A frustrated "no"

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A solid "no"

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A nice "no"

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A yes "but," meaning it is not consistently

achieved

A strong "yes" but not necessarily

perfection

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