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A few years ago, a mutual friend, the story of a stranger who happened to three people who work with stone.

Curiosity about what workers were doing, the traveler approached the first worker and asked a "What do you do with these stones? Without no doubt the worker quickly responded, "I am a stonemason and I'm cutting stones.Â"
Not satisfied with this answer, the traveler approached worker and the second question. The second worker paused and said: "I am a stonemason and I am trying to earn enough money to support my family. "

The stranger asked the third worker, "What do you do with these stones? the third worker stopped what he was doing, so that the squeeze on its side. Immersed in thought, slowly workers facing the passenger and shared a "I am a stonemason and I'm building a cathedral! »

This story was told in many variations, however, highlights the situation employers face every day in every organization: How are engaging their employees on their work by ways that are intrinsically motivated?

The commitment of workers Basics

Seven years ago, the Gallup Organization has established a tool based on the view that identifies the elements and measures of employee participation more strongly linked to better business results, sales growth, productivity, customer loyalty, and more.

To identify elements of employee participation, Gallup hundreds of thousands of discussion groups and interviews of employees in all types of organizations at all levels in most industries and in many countries. From these investigations, researchers have identified the 12 key employees' expectations which, if completed, form the basis of a strong sense commitment. The result was a 12-question survey in which employees rate their response on a scale of one to five. They are 12 Question Gallup known as "Q12A"

 • Do you know what is expected of you?

 • The materials and equipment necessary to their job properly?

 • You can do what you do best every day?

 • In the last weeks, have you received recognition or praise for good work?

 • Does your supervisor or someone at work, seem to care about you as a person?

 • There's someone at work who encourages your development?

 • Make your opinions seem to count?

 • Does the mission or purpose of making his company believes that their work is important?

• Your work colleagues a commitment to strive for quality?

 • Do you have a best friend there?

 • Over the last six months, has someone at work told you about your progress?

 • Last year you had the opportunity at work to learn and grow?

Although these issues may seem very simple, Q12 has created a stir in the human resources community. Consider an environment in which an employee and his manager have discussed these issues. Just to spread provides an environment of trust, open dialogue and a forum for solving problems that often prevent direct productive.

Recruitment for the content and context

There are two important factors in any job: the content of the work (the worker not specifically) and the context in which it carries out this work.

Much Business rental content, including much of the interview focused on whether the prospective employee can do the activities that make up the majority jobs. However, many potential employees are asked job interview if this organization will provide a positive environment where they can do their work.

Like today, organizations are faced with their own survival, if an employee is often put aside. However, nothing could be more important for the organization and the individuals within it.

Companies that use Gallup Q12 have seen a direct correlation between satisfaction employees and your bottom line.
Participation process requires the participation of employees contractors
Whether your organization has a formal program Gallup. No matter who you are or where they are in the organization, you can begin to focus on the important issue create a working environment significantly. Requires the employer to employee involvement and employee participation.

As manager, you can explore the underlying problems with his team Gallup Q12. A good way to prepare the ground for this debate we've all read the book First Break All the Rules: What Worlds Greatest Managers do differently, by Marcus Buckingham and Curt Coffman. The authors are members of The Gallup Organization and have aligned their methods Gallup research.

If you have your manager in a discussion on improving the environment they operate in, raise questions P12 to other appropriate meeting. You could even clip this article and put it on his desk with a note indicating that you want to talk about these issues.
It is time to that the greatest satisfaction and meaning in their work. As the stone workers see their work as part of a much larger purpose, you can feel the satisfaction to leave his mark in their daily work.

Melanie Keveles MA, CPCC, Certified Professional Life Coach. She’s a “dream champion,” working with people who want to change career direction, start a business or publish a book. She’s available via e-mail at mkeveles@onlinecoaching.com, by phone at 715-394-4260, or http://www.onlinecoaching.com.