Q12 Levers
I know what is expected of me at work.
I have the materials and equipment I need to do my work right.
At work, I have the opportunity to do what I do best every day.
In the last seven days, I have received recognition or praise for doing good work.
My supervisor, or someone at work, seems to care about me as a person.
There is someone at work who encourages my development.
At work, my opinions seem to count.
The mission or purpose of my company makes me feel my job is important.
My associates or fellow employees are committed to doing quality work.
I have a best friend at work.
In the last six months, someone at work has talked to me about my progress.
This last year, I have had opportunities at work to learn and grow.
Leadership Behaviors
— codes shown in Q12 levers▶About the Gallup Q12 Framework
The Gallup Q12 is a 12-question employee engagement survey built on a hierarchy of needs. The framework consists of four levels: Base Camp (basic needs), Camp 1 (individual contribution), Camp 2 (teamwork and belonging), and Camp 3 (growth). The idea is that foundational needs must be met before employees can become more engaged. The 2020 meta-analysis of the Q12 found a true score correlation of 0.49 between employee engagement and a composite measure of performance outcomes. Highly engaged business units have significantly better outcomes, including higher profitability, productivity, and customer ratings, and lower turnover and absenteeism.
Weighting Methodology
This simulator uses equal weights for all 12 items, reflecting Gallup's research-validated approach of treating the Q12 as a composite measure. The hierarchical structure (Base Camp → Camp 1 → Camp 2 → Camp 3) reflects the prerequisite nature of foundational items—lower-level needs should be addressed before higher-level engagement can be achieved. Gallup does not publish individual item weights publicly; the equal weighting approach is the most academically defensible methodology.
▶📚 Research Sources
Baseline: 21% Highly Engaged, 2% Engaged, 62% Disengaged, 15% Highly Disengaged — Gallup State of the Global Workplace 2024/2025 Report.
Harter, J.K., Schmidt, F.L., Agrawal, S., Blue, A., Plowman, S.K., Josh, P., & Asplund, J.
Gallup
Gallup