Q0 1 I know the company's requirements for my work.

Demand is a milestone for us to measure progress. Knowing the company's requirements is like knowing the path to success.

Q02 I have the materials and equipment needed to do a good job.

Providing materials and equipment for employees to do a good job is the primary behavior to support employees' work, and it is also the premise to maximize the potential of employees.

Q03 At work, I have the opportunity to do what I do best every day.

Only when employees give full play to their advantages in their work can they give full play to their potential. When an employee's natural advantages are consistent with his work, he may be outstanding. Understanding people and being good at performing their duties are the most important challenges facing companies and managers today.

Q04 In the past seven days, I have been praised for my excellent work.

Recognition and praise are like bricks to build a good working environment. As individuals, we all need recognition and a sense of accomplishment. Gallup found in research that praise has become an effective way to communicate with employees.

Q05 I feel that my supervisor or colleagues are concerned about my personal situation.

Employees who leave the company do not leave the company, but leave their managers and supervisors. In the current company management, managers and supervisors have great influence on employees. Caring for employees can increase mutual trust, which will affect employees' views on the company.

Q06 My work unit encourages me to develop.

Our work gives us the opportunity to meet new situations and find new ways to meet challenges every day. Gallup found that in today's workplace, lifelong employment with a company is out of date. The new emphasis is on lifelong employment opportunities. Excellent managers will tap employees' own advantages and talents and encourage employees to develop in a direction that suits them.

Q07 At work, I feel that my opinions are taken seriously.

All employees want their opinions to be taken seriously by the company. Whether employees feel this way depends on how the company listens to and treats their opinions. This problem is often referred to as the employee's "internal share price". It measures employees' sense of value to their work and the company, and can enhance employees' confidence in the company.

The mission/goal of Q08 Company makes me feel that my work is very important.

If employees can link the company's values, goals and missions with their own values, they will have a strong sense of belonging and purpose. If employees think their work is important to the overall goal of the company, they will increase their sense of accomplishment.

Q09 My colleagues are committed to high-quality work.

In the research, Gallup also found that employees' striving for perfection in work quality is also a key factor affecting team performance. High-quality work of employees can enhance team spirit, thus improving overall efficiency and quality.

Q 10 I have a best friend at work.

High-quality interpersonal relationships constitute a good workplace, and a good workplace will help employees build loyalty to the company. Companies often pay attention to employees' loyalty to the company. However, the best company leaders realize that loyalty also exists among employees. The depth of the relationship between employees will have a decisive impact on whether employees stay or not.

Q 1 1 In the past six months, someone at work asked me about my progress.

Employees often don't know how their talents will behave in specific behaviors, and they need feedback from managers in order to give full play to their talents and generate benefits. Excellent managers often communicate with employees, talk about their progress, help employees know and understand their talents, and how to play their talents in their daily work.

In the past year, I had the opportunity to learn and grow at work.

Learning and growth are the natural needs of human beings. One way to learn and grow is to find more effective working methods. For employees, as long as they have the opportunity to learn, they can work better and more effectively and get rapid growth.

Q 12 is mainly aimed at the evaluation of team working environment and employee engagement. These soft problems of 12 are closely related to the company's hard performance indicators. It is found that compared with companies with low employee engagement, companies with high employee engagement have higher employee retention rate 13%, higher production efficiency 5%, higher customer satisfaction 52% and higher company profit rate 44%. Moreover, the case shows that employee engagement will increase by 5 units, customer satisfaction will increase by 1.3 units, and finally the company's income growth level will increase by 0.5%, which shows that highly engaged employees will open the door to success for enterprises.