The Cincinnati Enquirer
It’s easy, really, to create a robust workplace, a dedicated work force and a rewarding climate in the office or factory, according to the Gallup Organization, which offers a 12-step plan not much different from the nurturing nature of a good day-care center.
It’s called a Q-12 Advantage, and its roots come from polling 1 million Americans in hundreds of companies during the past decade.
Polling group spokesmen say they have developed a feel for what people want from work, what they reject at work, what makes them loyal and how profits are tied to the work force.
The Q-12 Advantage list is as follows:
 I know what is expected of me.
I have the materials and equipment to do my work right.
I have the opportunity to do what I do best every day.
In the last seven days I have received recognition and praise for doing good work.
My supervisor (or someone at work) cares about me as a person.
There is someone at work who encourages my development.
At work my opinions seem to count.
The mission of my company makes me feel my job is important.
My fellow employees are committed to doing quality work.
I have a best friend at work.
In the past six months, someone at work has talked to me about my progress.
In the past year, I have had opportunities to learn and grow.
So it’s not the company that drives Dilbert nutso-
bananas, it’s the guy dishing out orders and criticism. Supervisors who never cough up praise or a memo for a job well done, who never provide crayons that aren’t worn to the nub and never offer anybody a chance to grow — those are the problem people in most organizations.
If the Gallup conclusions do nothing else, the list should serve as a cyber-bulletin board memo to managers everywhere about what their people really want from the workplace.
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