The 4 Levels of the Q12

The Q12 survey is based on four types -- or levels -- of employees' performance development needs:

Meeting the needs in the three foundational levels creates an environment of trust and support that enables managers and employees to get the most out of the top level, personal growth. These levels provide a roadmap for managers to motivate and develop their team members and improve the team members' performance, with each one building on the previous.

For example, employees may feel connected to their team members, but if, among other challenges, they don't know what's expected of them (a basic need), don't have the appropriate materials and equipment (a basic need), or are not able to do what they do best (an individual need), their camaraderie with their team members is unlikely to have a positive impact on their performance. Instead, time spent with their peers may more closely resemble a gripe session than productive teamwork.

The levels do not represent phases. Managers do not "finish" the first level and then move on to the second level. They must ensure that employees know what is expected of them and have the right materials and equipment to do their work while meeting needs on the second, third and fourth levels.

The best way to sustain progress is to keep doing more of what works and using this hierarchy as a framework for understanding how to best support employees, determine barriers to success and then adjust accordingly. Leaders partner their team members to identify needs and obstacles on an ongoing basis and ideally take action before challenges inhibit their employees' performance.