1982
EMPLOYEE ENGAGEMENT REPORT
ACT
Employee_Engagement_Survey_2021
All - All
May 25, 2021 - Jun 09, 2021
Engagement Mean
Last mean
Mean Percentile Rank
Engagement Index
INFORMATION
4.07
52
Engaged
53%
4.12
Not Engaged
Percentile Rank in Gallup
40%
OFFICIAL
Overall Database
Change: 0.05
Actively Disengaged
7%
THE
* - Scores are not available due to data suppression.
Not shown if n < 4 for Mean, Top Box, Verbatim Responses, and Sentiment, n < 10 for Frequency, or data is unavailable.
Mean Percentile Rank is being calculated against other workgroup scores in the Gallup Overall database.
UNDER
Meaningful change is represented by a green or red arrow if the score changes by 0.2 or more between survey periods.
Percentile Rank in Gallup Overall Database
< 25th Percentile
25-49th Percentile
50-74th Percentile
75-89th Percentile
>= 90th Percentile
Percent Engaged available when n ≥ 30. All categories available when n ≥ 100.
Copyright 2021 Gallup, Inc. All rights reserved.
Copyright © 1993-1998 Gallup, Inc. All rights reserved. The Gallup Q12 items are Gallup proprietary information and are protected by law. You may not administer a
survey with the Q12 items or reproduce them without consent from Gallup.
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Q12 Mean
Engagement
Mean Percentile Rank - Gallup
Total N
Change
Engagement Index
Mean
Overall
The Gallup Q12 score represents the average, combined score of the
Engaged:
53% Not Engaged:
40%
ACT
12 elements that measure employee engagement. Each element has 3,145
4.12
0.05
52
Actively Disengaged:
7%
consistently been linked to better business outcomes.
Company
Mean Percentile Rank -
Total N
Current Mean
Last Mean
Change
Overall Current
Gallup Overall
Mean
Q00: On a five-point scale, where 5 means extremely
satisfied and 1 means extremely dissatisfied, how
3,134
3.71
3.77
-0.06
23
3.71
satisfied are you with your organization as a place to
work?
Q01: I know what is expected of me at work.
3,142
4.29
4.24
0.05
32
4.29
INFORMATION
Q02: I have the materials and equipment I need to do 3,135
4.04
3.95
0.09
40
4.04
my work right.
Q03: At work, I have the opportunity to do what I do
3,123
3.84
3.77
0.07
28
3.84
best every day.
Q04: In the last seven days, I have received
3,084
4.02
3.92
0.10
63
4.02
recognition or praise for doing good work.
Q05: My manager, or someone at work, seems to
3,120
4.45
4.41
0.04
58
4.45
care about me as a person.
OFFICIAL
Q06: There is someone at work who encourages my
3,121
4.15
4.11
0.04
54
4.15
development.
Q07: At work, my opinions seem to count.
3,129
3.88
3.81
0.07
46
3.88
THE
Q08: The mission or purpose of my organization
3,126
4.07
4.02
0.05
42
4.07
makes me feel my job is important.
Q09: My fellow employees are committed to doing
3,129
4.17
4.14
0.03
46
4.17
quality work.
Q10: I have a best friend at work.
3,014
4.02
3.95
0.07
64
4.02
UNDER
Q11: In the last six months, someone at work has
3,097
4.35
4.35
0.00
63
4.35
talked to me about my progress.
Q12: This last year, I have had opportunities at work
3,098
4.15
4.13
0.02
47
4.15
to learn and grow.
Copyright 2021 Gallup, Inc. All rights reserved.
Copyright © 1993-1998 Gallup, Inc. All rights reserved. The Gallup Q12 items are Gallup proprietary information and are protected by law. You may not
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administer a survey with the Q12 items or reproduce them without consent from Gallup.
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My team has made progress on the goals set during our action planning sessions after the last employee engagement survey.
Company Overall Current
Total N
Current Mean
Last Mean
Change
Mean Percentile Rank - Gallup Overall
ACT Mean
2,609
3.84
3.78
0.06
*
3.84
We are making progress in reducing barriers to provide better outcomes for our customers.
Company Overall Current
Total N
Current Mean
Last Mean
Change
Mean Percentile Rank - Gallup Overall Mean
3,048
3.69
3.64
0.05
*
3.69
INFORMATION
ACC is improving lives every day.
Company Overall Current
Total N
Current Mean
Last Mean
Change
Mean Percentile Rank - Gallup Overall Mean
3,085
4.09
4.08
0.01
*
4.09
OFFICIAL
ACC recognises the unique needs of our diverse employees and is creating an inclusive and supportive environment.
THE
Company Overall Current
Total N
Current Mean
Last Mean
Change
Mean Percentile Rank - Gallup Overall Mean
3,073
3.93
3.94
-0.01
*
3.93
UNDER
Copyright 2021 Gallup, Inc. All rights reserved.
Copyright © 1993-1998 Gallup, Inc. All rights reserved. The Gallup Q12 items are Gallup proprietary information and are protected by law. You may not
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administer a survey with the Q12 items or reproduce them without consent from Gallup.
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I have taken action to implement Whāia Te Tika in my role at ACC.
Company Overall Current
Total N
Current Mean
Last Mean
Change
Mean Percentile Rank - Gallup Overall
ACT Mean
2,930
3.86
3.83
0.03
*
3.86
My job at ACC provides me with the flexibility I need to manage my work and the other aspects of my life.
Company Overall Current
Total N
Current Mean
Last Mean
Change
Mean Percentile Rank - Gallup Overall Mean
3,131
4.07
3.79
+0.28
*
4.07
INFORMATION
I feel trusted to work productively.
Company Overall Current
Total N
Current Mean
Last Mean
Change
Mean Percentile Rank - Gallup Overall Mean
3,141
4.33
4.18
0.15
*
4.33
OFFICIAL
I feel connected to my team.
THE
Company Overall Current
Total N
Current Mean
Last Mean
Change
Mean Percentile Rank - Gallup Overall Mean
3,141
4.22
4.22
0.00
*
4.22
UNDER
Copyright 2021 Gallup, Inc. All rights reserved.
Copyright © 1993-1998 Gallup, Inc. All rights reserved. The Gallup Q12 items are Gallup proprietary information and are protected by law. You may not
4
administer a survey with the Q12 items or reproduce them without consent from Gallup.
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ACC values my health, safety and wellbeing at work.
Company Overall Current
Total N
Current Mean
Last Mean
Change
Mean Percentile Rank - Gallup Overall
ACT Mean
3,132
4.04
4.05
-0.01
*
4.04
ACC supports me to build my resilience to handle everyday challenges, both at work and in my personal life.
Company Overall Current
Total N
Current Mean
Last Mean
Change
Mean Percentile Rank - Gallup Overall Mean
3,087
3.80
3.76
0.04
*
3.80
INFORMATION
My leader is proactive in supporting my wellbeing.
Company Overall Current
Total N
Current Mean
Last Mean
Change
Mean Percentile Rank - Gallup Overall Mean
3,111
4.32
4.27
0.05
*
4.32
OFFICIAL
I am supported to effectively manage my workload when I need it.
THE
Company Overall Current
Total N
Current Mean
Last Mean
Change
Mean Percentile Rank - Gallup Overall Mean
3,112
4.10
4.07
0.03
*
4.10
UNDER
Copyright 2021 Gallup, Inc. All rights reserved.
Copyright © 1993-1998 Gallup, Inc. All rights reserved. The Gallup Q12 items are Gallup proprietary information and are protected by law. You may not
5
administer a survey with the Q12 items or reproduce them without consent from Gallup.
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I can have fair and open conversations with my leader.
Company Overall Current
Total N
Current Mean
Last Mean
Change
Mean Percentile Rank - Gallup Overall
ACT Mean
3,119
4.42
4.38
0.04
*
4.42
I can access the right information at the right time to do my job.
Company Overall Current
Total N
Current Mean
Last Mean
Change
Mean Percentile Rank - Gallup Overall Mean
3,130
3.77
3.64
0.13
*
3.77
INFORMATION
On a scale of 0-10 where 10 means extremely likely and 0 means not at all likely, please provide your rating on the following, how likely would you be to recommend
ACC to your family and friends as a great place to work?
Company Overall Current
Total N
Current Mean
Last Mean
Change
Mean Percentile Rank - Gallup Overall Mean
OFFICIAL
3,127
6.94
7.05
-0.11
*
6.94
THE
Please briefly outline why you gave that score. *Verbatim responses will be included in team reports where there are four or more verbatim responses.
Total N
Sentiment Distribution
Past Total N
Past Sentiment Distribution
1,806
45% 20% 16% 19%
1,895
54% 24% 15% 7%
UNDER
Your responses are available in a .csv file. Please log on to my.gallup.com to download your full list of responses.
Copyright 2021 Gallup, Inc. All rights reserved.
Copyright © 1993-1998 Gallup, Inc. All rights reserved. The Gallup Q12 items are Gallup proprietary information and are protected by law. You may not
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administer a survey with the Q12 items or reproduce them without consent from Gallup.
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What is one thing we could do to improve your experience at work? *Verbatim responses will be included in team reports where there are four or more verbatim
responses.
ACT
Total N
Sentiment Distribution
Past Total N
Past Sentiment Distribution
1,683
23% 21% 44% 12%
1,776
37% 19% 41% 3%
Your responses are available in a .csv file. Please log on to my.gallup.com to download your full list of responses.
INFORMATION
OFFICIAL
THE
UNDER
Copyright 2021 Gallup, Inc. All rights reserved.
Copyright © 1993-1998 Gallup, Inc. All rights reserved. The Gallup Q12 items are Gallup proprietary information and are protected by law. You may not
7
administer a survey with the Q12 items or reproduce them without consent from Gallup.
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Engagement Hierarchy
ACT
Growth - How can I grow?
Employees need to be challenged to learn something new and find better
ways to do their jobs. They need to feel a sense of movement and
progress as they mature in their roles.
Teamwork - Do I belong here?
INFORMATION
Employees need to feel like they belong and are a good fit with their
team. They need to know they are part of something bigger than
themselves. As a manager, encourage opportunities for teamwork and a
sense of belonging.
Individual
OFFICIAL
- What do I give?
Employees want to know about their individual contributions and their
worth to the organization. Manager support is especially important during
THE this stage because managers typically define and reinforce value.
Basic Needs - What do I get?
Employees need to have a clear understanding of what excellence in
UNDER
their role looks like so they can be successful. Groups with high scores
on the first element are more productive, cost-effective, creative and
adaptive.
Copyright 2021 Gallup, Inc. All rights reserved.
Copyright © 1993-1998 Gallup, Inc. All rights reserved. The Gallup Q12 items are Gallup proprietary information and are protected by law. You may not
8
administer a survey with the Q12 items or reproduce them without consent from Gallup.
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ENGAGEMENT HIERARCHY
Basic Needs - What do I get?
Mean Percentile Rank - Gallup
Total N
Current Mean
Change
ACT Overall
3,142
4.16
0.06
33
Company
Mean Percentile Rank -
Total N
Current Mean
Last Mean
Change
Overall Current
Gallup Overall
Mean
Q01: Know What's Expected
3,142
4.29
4.24
0.05
32
4.29
I know what is expected of me at work.
INFORMATION
Q02: Materials and Equipment
I have the materials and equipment I need to do my
3,135
4.04
3.95
0.09
40
4.04
work right.
OFFICIAL
THE
UNDER
Copyright 2021 Gallup, Inc. All rights reserved.
Copyright © 1993-1998 Gallup, Inc. All rights reserved. The Gallup Q12 items are Gallup proprietary information and are protected by law. You may not
9
administer a survey with the Q12 items or reproduce them without consent from Gallup.
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ENGAGEMENT HIERARCHY
Individual - What do I give?
Mean Percentile Rank - Gallup
Total N
Current Mean
Change
ACT Overall
3,143
4.12
0.07
51
Company
Mean Percentile Rank -
Total N
Current Mean
Last Mean
Change
Overall Current
Gallup Overall
Mean
Q03: Opportunity to do Best
At work, I have the opportunity to do what I do best
3,123
3.84
3.77
0.07
28
3.84
every day.
INFORMATION
Q04: Recognition
In the last seven days, I have received recognition or
3,084
4.02
3.92
0.10
63
4.02
praise for doing good work.
Q05: Cares About Me
My manager, or someone at work, seems to care
3,120
4.45
4.41
0.04
58
4.45
about me as a person.
Q06: Development
OFFICIAL
There is someone at work who encourages my
3,121
4.15
4.11
0.04
54
4.15
development.
THE
UNDER
Copyright 2021 Gallup, Inc. All rights reserved.
Copyright © 1993-1998 Gallup, Inc. All rights reserved. The Gallup Q12 items are Gallup proprietary information and are protected by law. You may not
10
administer a survey with the Q12 items or reproduce them without consent from Gallup.
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ENGAGEMENT HIERARCHY
Teamwork - Do I belong here?
Mean Percentile Rank - Gallup
Total N
Current Mean
Change
ACT Overall
3,144
4.03
0.05
50
Company
Mean Percentile Rank -
Total N
Current Mean
Last Mean
Change
Overall Current
Gallup Overall
Mean
Q07: Opinions Count
3,129
3.88
3.81
0.07
46
3.88
At work, my opinions seem to count.
INFORMATION
Q08: Mission/Purpose
The mission or purpose of my organization makes me 3,126
4.07
4.02
0.05
42
4.07
feel my job is important.
Q09: Committed to Quality
My fellow employees are committed to doing quality
3,129
4.17
4.14
0.03
46
4.17
work.
Q10: Best Friend
3,014
4.02
3.95
0.07
64
4.02
I have a best friend at work.
OFFICIAL
THE
UNDER
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Copyright © 1993-1998 Gallup, Inc. All rights reserved. The Gallup Q12 items are Gallup proprietary information and are protected by law. You may not
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administer a survey with the Q12 items or reproduce them without consent from Gallup.
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ENGAGEMENT HIERARCHY
Growth - How can I grow?
Mean Percentile Rank - Gallup
Total N
Current Mean
Change
ACT Overall
3,126
4.25
0.01
56
Company
Mean Percentile Rank -
Total N
Current Mean
Last Mean
Change
Overall Current
Gallup Overall
Mean
Q11: Progress
In the last six months, someone at work has talked to
3,097
4.35
4.35
0.00
63
4.35
me about my progress.
INFORMATION
Q12: Learn and Grow
This last year, I have had opportunities at work to
3,098
4.15
4.13
0.02
47
4.15
learn and grow.
OFFICIAL
THE
UNDER
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Copyright © 1993-1998 Gallup, Inc. All rights reserved. The Gallup Q12 items are Gallup proprietary information and are protected by law. You may not
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administer a survey with the Q12 items or reproduce them without consent from Gallup.
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Engagement Index
Engagement Index Ratio
There is a powerful link between employees who are engaged in their
7.57:1 7.57 engaged employees for each actively disengaged employee
ACT
jobs and the achievement of crucial business outcomes.
%
Past %
Engaged
Engaged employees feel involved in and enthusiastic about their work and
53%
49%
workplace; they are loyal and productive.
Not Engaged
Not Engaged employees are less likely to put high energy and passion into
40%
44%
their work and are less loyal and productive.
Actively Disengaged
Actively disengaged employees are emotionally against the organization; they 7%
7%
INFORMATION
are not loyal and are likely to undermine the efforts of others.
OFFICIAL
THE
UNDER
Copyright 2021 Gallup, Inc. All rights reserved.
Copyright © 1993-1998 Gallup, Inc. All rights reserved. The Gallup Q12 items are Gallup proprietary information and are protected by law. You may not
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administer a survey with the Q12 items or reproduce them without consent from Gallup.
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FOOTNOTES
1982
* - Scores are not available due to data suppression.
Not shown if n < 4 for Mean, Top Box, Verbatim Responses, and Sentiment, n < 10 for Frequency, or data is unavailable.
Meaningful change is represented by a green or red arrow if the score changes by 0.2 or more between survey periods.
ACT
Percentile Rank in Gallup Overall Database
< 25th Percentile
25-49th Percentile
50-74th Percentile
75-89th Percentile
>= 90th Percentile
Percent Engaged available when n ≥ 30. All categories available when n ≥ 100.
Respondents can select multiple responses for multi-select questions.
Sentiment Distribution
Positive
Negative
Neutral
Mixed
Sentiment Distribution is not available when n<50
All text analytics are machine generated. Because we use machine learning to generate sentiments, results may not be 100% accurate.
INFORMATION
OFFICIAL
THE
UNDER
Copyright 2021 Gallup, Inc. All rights reserved.
Copyright © 1993-1998 Gallup, Inc. All rights reserved. The Gallup Q12 items are Gallup proprietary information and are protected by law. You may not
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administer a survey with the Q12 items or reproduce them without consent from Gallup.
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GLOSSARY
The glossary provides high-level definitions of terms within the engagement report. Because of the dynamic nature of this site, not all terms will be applicable to or displayed on your report.
Please use the terms that are relevant to your team when discussing and interpreting the data.
ACT
ENGAGEMENT DEFINED
EMPLOYEE ENGAGEMENT: Employee engagement refers to how committed an employee is to their organization, their role, their manager and their co-workers. Engagement drives
performance. Gallup's research shows that more highly engaged employees give more discretionary effort at work and have higher productivity, profitability and customer service, as well
as reduced turnover and safety incidents.
THE SURVEY ITEMS/QUESTIONS
OVERALL SATISFACTION: Overall Satisfaction is a measure of how content your team is with the overall company as a place to work. Overall Satisfaction is not included in the Overall
Workgroup Engagement (GrandMean) score. Being a satisfied employee does not equate with being engaged, though the two are highly related.
Q01-Q12: These items are Gallup’s proprietary workgroup engagement questions (commonly referred to as the Q¹²®). These items were selected for their strong connection to
INFORMATION
performance outcomes and the ability to take action at the workgroup level.
INDICES: In addition to the Q¹²® items, Gallup has created a number of empirically-derived sets of indices, which are comprised of 3-4 questions each. Individual scores of each index
item are provided, along with a combined index score, which measures the strength of the core index construct. These indices help companies strategically pinpoint and improve specific
focus areas relevant to their current situation.
CUSTOM ITEMS: These items are unique to your company and can vary across companies and surveys. While these “additional” questions link to the Gallup Engagement hierarchy,
they are not always within the power of the workgroup to influence or change. These questions can provide additional insights into employees’ perceptions, the situational workplace
OFFICIAL
environment or company-specific initiatives.
EMPLOYEE ENGAGEMENT RESULTS
THE
GRANDMEAN: The GrandMean measures overall Workgroup Engagement, which is an average of the 12 Workgroup Engagement items (Q01-Q12). The higher your score (with a
maximum possible score of 5), the more engaged your fellow employees are.
ENGAGEMENT INDEX: The Engagement Index (EI) is a macro-level indicator of an organisation's health that allows leaders to track the engagement levels of employees. This analysis
identifies the percentage of participants who are engaged, not engaged and actively disengaged based on their responses to the Q¹²® survey items. You must have 100 employees
participate to receive the full spectrum of responses for the EI. If you have 30<100 employees, the report will include the percentage of engaged employees only.
UNDER
ENGAGEMENT HIERARCHY: Every employee has a distinct set of needs that follows a hierarchy, with basic needs at the foundation and growth at the top. Employees feel more or less
engaged depending on how well they believe their needs are being met in the workplace.
UNDERSTANDING THE SCORES
THE SURVEY SCALE: The engagement survey utilises a 5-point scale with 1=Strongly Disagree and 5=Strongly Agree. For each question, employees have the option to also select
Copyright 2021 Gallup, Inc. All rights reserved.
Copyright © 1993-1998 Gallup, Inc. All rights reserved. The Gallup Q12 items are Gallup proprietary information and are protected by law. You may not
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administer a survey with the Q12 items or reproduce them without consent from Gallup.
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“Don’t know” or “Does not apply”.
TOTAL N: The total number of employees who responded to the survey.
ACT
MEAN SCORES: The average score using the 5-point survey scale, with 5.00 being the highest score and 1.00 being the lowest.
TOP BOX/%5: The percentage of employees who responded “5 – Strongly Agree” to the survey item.
DISTRIBUTION OF RESPONSES: The percentage of employees who responded “1”, “2”, “3”, “4” or “5” to an item. If 10 or more employees respond to the survey, the report could
display a full distribution of responses. Otherwise, only the percentage of employees who responded with a “5” (TopBox) and item means will display.
SUPPRESSED DATA: Confidentiality of responses is extremely important to Gallup. If too few employees respond to a survey item, the data will be suppressed (not published) and an
asterisk (“*”) will appear in its place.
COMPARISONS
INFORMATION
EXTERNAL BENCHMARKING: (Gallup Overall): Used as a benchmark to determine how your team’s results compare to other workgroups within the Gallup Overall of clients.
PERCENTILE RANKING: The 25th percentile indicates 75% of workgroups fell above this score; the 50th percentile indicates 50% of workgroups fell above and below this score; the
75th percentile indicates only 25% of workgroups fell above this score. The higher your percentile, the stronger the item is in relation to the database. Used as a benchmark to determine
how your team's results compare to internal and external workgroups.
OFFICIAL
THE
UNDER
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administer a survey with the Q12 items or reproduce them without consent from Gallup.
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