CoachCultureSAMPLE

Introduction 7
It wasn’t a small project, I was one coach in a department
of ten thousand people, but the size didn’t matter.
Size is often the factor that deters companies the fastest—you
think a coaching program has to be one-on-one,
but that’s not the case. Sometimes, it’s even easier in big
groups.
Think about it this way: What makes an engaged employee?
Gallup introduced the Q12 survey many years ago,
which asks employees twelve key questions across these
four categories:
1.) What do I give?
2.) What do I get?
3.) Do I belong?
4.) Do I have an opportunity to grow?
Gallup’s science is based on 30 years of research with more
than 30 million employees. Are you wondering what the
value of an engaged employee is? A strong correlation
between both productivity and retention sits with the engaged
employee, which translates to less recruiting, hiring,
and onboarding of employees, and once they are established,
they are more productive than their peers. That
productivity and retention turns into profitability.
Many companies have their own similar surveys to
define how engaged their employees are; my company’s
was called the Voice of the Workforce survey, and it was
measured annually. The most important question on that
survey, in my mind, was paraphrased like this:
“Do you actually think management is going to do anything
with this data?”