Workplace friendships and quality commitment are crucial performance drivers of employee engagement and business performance, according to Gallup’s extensive research of 3.3 million workers.
Let’s explore questions 9-12 of the Q12, which reveal surprising connections between workplace relationships and bottom-line results.
Performance Driver #9: Commitment to Quality Work
When employees believe their colleagues are committed to quality, performance soars.
This is the 9th of the performance drivers of employee engagement.
By doubling the number of employees who strongly agree on this point, organizations can achieve:
- 31% reduction in turnover
- 12% improvement in profit
- 7% increase in customer engagement scores
Performance Driver #10: The Business Case for Workplace Friendships
Think having a best friend at work is just about social satisfaction?
Think again.
This is the 10th of the performance drivers of employee engagement.
When organizations increase the number of employees who have a best friend at work, they see:
- 28% fewer safety incidents
- 5% higher customer engagement
- 10% higher profit
Performance Driver #11: Regular Progress Discussions
Progress discussions aren’t just formalities – they’re performance drivers.
This is the 11th of the performance drivers of employee engagement.
When managers regularly check in about employee progress:
- Safety incidents decrease by 38%
- Absenteeism drops by 28%
- Profit increases by 11%
Performance Driver #12: Learning and Growth Opportunities
Companies that prioritize employee development see significant returns.
This is the 12th of the performance drivers of employee engagement.
Doubling the number of employees who feel they have opportunities to learn and grow results in:
- 39% less absenteeism
- 36% fewer safety incidents
- 14% higher productivity
Conclusion
These four elements of the Q12 demonstrate that what might seem like “soft” aspects of workplace culture actually drive hard business results.
Quality, commitment, friendships, progress discussions, and growth opportunities are fundamental to organizational success.
Call to Action
Evaluate your organization’s approach to these four areas. Are you fostering an environment where quality work is celebrated? Do you facilitate workplace friendships? Have you scheduled regular progress discussions? Are you providing clear growth opportunities? Take action today to strengthen these crucial elements of engagement.
If your organization is struggling with achieving employee engagement because of managers’ decisions, please book a call to discuss management training for your team. https://laurelandassociates.com/contact/
May your learning be sweet,
Deborah
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