2025 Q12 Survey: Growth Through Recognition, Development, and Purpose

We believe a vibrant and engaged workplace is built when every team member’s voice is heard, respected, and valued. And everyone has the opportunity to contribute. That commitment is central to how we grow as an organization and invest in our people.

One of the ways we track our progress is through the annual Q12 survey. For those who aren’t familiar, the Q12 is Gallup’s 12 question employee engagement survey, a globally recognized tool that measures how engaged employees are at work. It looks at the key drivers of engagement. Things like recognition, development, clarity, and connection, because research shows these are the factors most closely tied to performance, retention, and satisfaction. Simply put, higher scores mean employees feel supported, motivated, and valued and that leads to better outcomes for everyone.

The results for 2024 and 2025 show that our ongoing focus on people, culture, and purpose-driven work is paying off.

Overall Engagement: A Year of Growth

In 2025, Klausing Group achieved an average Q12 score of 4.33, up 0.21 points from 2024, and well above the Gallup global norm of 4.0. What’s especially exciting is that all 12 Q12 items improved, showing consistent progress across the board and confirming that our investments in employee experience are making a difference.

Top 3 Areas of Improvement

Between 2024 and 2025, three areas saw particularly strong growth:

• Q6: “There is someone at work who encourages my development.”
  Score increased from 3.98 →47 (+0.48, 89th percentile)
• Q5: “My supervisor, or someone at work, seems to care about me as a person.”
  Score rose from 4.10 →48 (+0.38, 89th percentile)
• Q4: “In the past seven days, I have received recognition or praise for doing good work.”
  Score improved from 3.60 →97 (+0.37, 80th percentile)

These gains reflect meaningful progress in development, recognition, and interpersonal care, the everyday actions and connections that make our workplace supportive and engaging.

2025 Initiatives That Drove These Results

Several initiatives in 2025 helped drive these improvements:

• WOOT WOOT! Recognition Program – We continued to expand our employee recognition program, where both those who give and those who receive recognition are celebrated in weekly branch huddles. Each month, employees who actively participate, or are recognized, have the chance to win meaningful rewards. Peer-to-peer recognition is powerful, because the people you work alongside every day often see your contributions first-hand. Praise doesn’t always have to come from supervisors or clients. It comes most easily from colleagues who notice and appreciate great work.
• Crew Leader Training Program – We launched a program to take new crew leaders from day one to proficiency, helping them develop the skills and confidence they need to lead successfully and contribute to a strong team culture.
• Account Management Workshops –We hosted spring and fall workshops for account managers, providing space for skill building, collaboration, and mentorship.
• B Corporation Certification – Achieving B Corp certification was a long-standing goal, and the process strengthened transparency, improved decision-making, and expanded programs that benefit our staff. It reflects our ongoing commitment to employees and to doing business in a responsible, impact-driven way.

Together, these efforts helped improve Q4, Q5, and Q6, showing that deliberate investments in recognition, development, and alignment with purpose pay off in tangible ways.

Consistent Strengths

Even areas with smaller gains remain strong:

• Q1: “I know what is expected of me at work” – 4.58 →64 (93rd percentile)
• Q8: “The mission or purpose of my company makes me feel my job is important” – 4.41 (88th percentile)

These results reflect ongoing clarity of purpose and alignment with our mission, foundational strengths that make all the other engagement gains possible.

Key Takeaways

• Every Q12 question improved, a rare and impressive achievement.
• Development, recognition, and care showed the biggest gains.
• Percentile ranks are mostly in the 80s–90s, positioning Klausing Group as a top-performing workplace by Gallup standards.

At Klausing Group, these results are more than numbers. They’re proof that investing in people, culture, and purpose creates a workplace where employees feel valued, supported, and inspired to contribute their best every day.