Better understanding. Better leadership. Better workplaces.
What if you understood not just how your people were performing, but what was influencing their performance in the first place?
What motivates them, what gets in their way, where their natural strengths lie and whether the experience they’re having at work is helping them do their best.
At The People & Culture Office, we use two globally recognised, research-backed Gallup tools to help organisations better understand their people, strengthen leadership capability and create workplaces where employees can do great work.
Gallup Q12 measures the conditions that influence employee engagement. CliftonStrengths helps individuals and teams understand how they naturally think, feel and behave.
Different tools, different insights, but both help answer an important question.
Are we creating the conditions for our people to do their best work?
Gallup Q12 | Employee Engagement
You can’t improve what you don’t understand.
You might have a good sense of how things are going in your organisation. Your employees seem happy enough, turnover isn’t too concerning and the work is getting done.
But how do you know whether your people are genuinely engaged?
Employee engagement isn’t the same as employee satisfaction. Someone can be perfectly satisfied with their pay, working hours and conditions without feeling particularly connected to their work or invested in the organisation’s success.
Engagement is about the psychological connection employees have with their work, their team and the organisation. It influences how people contribute, their willingness to put in discretionary effort and whether they see a future with you.
And that has a very real impact on business performance.
12 questions. Decades of research. Meaningful insight.
Gallup’s Q12 Employee Engagement Survey is one of the world’s most extensively researched employee engagement tools.
Developed through decades of workplace research, the survey measures 12 essential elements of employee engagement, including:
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Clarity around expectations and having what you need to do your job well.
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Opportunities to use your strengths, receive recognition and contribute your ideas.
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Connection, meaningful work, supportive leadership and opportunities to learn and grow.
The survey gives organisations a clearer understanding of what’s working, what’s missing and where leadership attention can make the greatest difference.
It’s not about asking employees whether they’re happy. It’s about understanding whether the fundamental conditions for engagement and performance exist in your workplace.
The research behind the results
Gallup has studied more than 3.3 million employees across over 100,000 teams to understand the relationship between employee engagement and business performance.
23% higher profitability
18% higher productivity in sales
10% higher customer loyalty and engagement
These are findings from Gallup’s research comparing highly engaged teams with teams reporting the lowest engagement levels.
The evidence is compelling. Employee engagement isn’t simply an HR initiative. It’s a business performance consideration.
We don’t just measure engagement. We help you improve it.
Here’s where The People & Culture Office comes in.
A survey can tell you where engagement is strong and where it needs attention. What it can’t do is make the necessary changes for you.
We work with organisations to understand their Q12 results, explore the experiences behind the data and identify practical opportunities to improve how work happens.
That might mean improving communication, helping managers have more meaningful conversations, providing greater role clarity or reviewing how employees receive feedback, recognition and development.
Through our Engagement Champions – Retain by Design approach, we take this further by connecting engagement insights with leadership capability, employee retention and the everyday systems that influence people’s experience of work.
Because collecting employee feedback is only valuable when you’re prepared to do something with it.
Gallup CliftonStrengths | Discover What Makes Your People Great
People are different. That’s a good thing.
Think about the people you work with.
Some naturally see the bigger picture. Others notice the details everyone else misses. Some are brilliant at building relationships, others at solving problems, influencing decisions or making sure things actually get done.
We all have different ways of thinking, working and contributing.
Yet so much of traditional people management focuses on what employees need to improve, rather than understanding what they naturally do well.
CliftonStrengths changes that conversation.
34 strengths. Millions of individual discoveries.
Developed by Gallup, CliftonStrengths is a research-based assessment that identifies an individual’s natural patterns of thinking, feeling and behaving.
More than 38 million people worldwide have completed the CliftonStrengths assessment, making it one of the most widely used strengths development tools globally.
The assessment identifies 34 talent themes across four domains:
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Executing – how we make things happen and deliver results.
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Influencing – how we communicate, persuade and help move people towards action.
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Relationship Building – how we connect with others and develop effective working relationships.
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Strategic Thinking – how we absorb information, consider possibilities and make sense of complexity.
Each person receives a unique combination of talent themes, helping them understand what comes naturally, how they contribute and where they can intentionally develop their strengths.
It’s not about putting people into personality categories or suggesting that certain strengths are better than others.
It’s about recognising that people bring different capabilities to work, and those differences can be incredibly valuable when we understand how to use them.
What happens when people use their strengths?
Gallup’s research has consistently demonstrated a relationship between strengths-based development, employee engagement and performance.
Employees who have opportunities to use their strengths are more likely to feel connected to their work and contribute at their best.
But there’s more to CliftonStrengths than individual self-awareness.
When teams understand one another’s strengths, they can improve communication, appreciate different approaches, work more effectively together and recognise how each person contributes to shared outcomes.
For leaders, it provides a more individualised approach to managing and developing people.
Instead of assuming everyone needs the same support, motivation or management style, leaders can begin to understand what each person needs to perform well.
From understanding strengths to using them.
Completing the CliftonStrengths assessment is the beginning, not the outcome.
At The People & Culture Office, we help individuals, leaders and teams understand their results and, importantly, apply them to their everyday work.
Our CliftonStrengths solutions can include individual assessment and debriefs, leadership development, team strengths workshops and support to embed strengths-based conversations into performance and development practices.
We explore how your natural talents influence the way you communicate, solve problems, make decisions, build relationships and respond to challenges.
We also look at blind spots. Because the strengths that help us succeed can sometimes create challenges when they’re overused or not well understood.
The goal isn’t to make everyone work the same way.
It’s to help people understand themselves and one another, so they can work better together.
Two Powerful Tools. One Human-Centred Approach.
Gallup Q12 helps us understand whether your workplace is providing the conditions people need to be engaged.
CliftonStrengths helps us understand the natural talents people bring to that workplace and how those talents can be developed and used.
Together, they provide valuable insight into both the employee experience and the people experiencing it.
At The People & Culture Office, we combine this research with practical HR expertise and an understanding of the realities of running a business.
We don’t believe in collecting data for the sake of having another report.
We believe in understanding what’s happening, why it’s happening and what can be done to make things better.
Because the culture we create matters. And so does the experience of the people working within it.
Ready to understand your people a little better?
Whether you’re looking to measure employee engagement, develop your leaders, improve team performance or discover the strengths within your organisation, we’d love to help.
Let’s have a conversation about what you’re looking to achieve and which approach makes sense for your business.
Let’s Talk People & Culture