FALL IN-SERVICE · SEPTEMBER 23, 2026
2026 Gallup
Engagement Results
"Many Voices, One Lane. Together."
Shane Turner, VP of Human Resources
Grant Matthews, AVP of Human Resources
Where We're Headed
0:00 – 0:10
Welcome, framing, and survey methodology
Shane & Grant
0:10 – 0:20
Headline results — college-wide engagement
Grant
0:20 – 0:30
Deep dive — faculty engagement & leadership trust
Shane
0:30 – 0:40
The two persistent gaps — recognition & progress
Shane
0:40 – 0:45
What's already in motion
Shane
0:45 – 0:50
Call to action & discussion
Both
2026 Gallup Engagement Results | LCC Fall In-Service
SURVEY OVERVIEW & METHODOLOGY
What Gallup Q12 Measures
12 core items
Gallup's validated Q12 measures the workplace conditions most linked to engagement, retention, and performance.
Everyone represented
Results span faculty (LCCEA), classified staff (LCCEF), and managers — reported both college-wide and by unit.
How to read the score
Engaged / not engaged / actively disengaged, then benchmarked to Gallup's global percentile database.
2026 Gallup Engagement Results | LCC Fall In-Service
COLLEGE-WIDE HEADLINE RESULT
28%
of LCC employees are engaged at work
17th percentile in Gallup's global database
HEADLINE RESULTS
Four Engagement Tiers
Basic Needs
Resources, expectations, and role clarity
Individual
Feeling known, valued, and heard
Teamwork
Belonging, collaboration, and shared mission
Growth
Development and progress — home to our lowest-scoring item
Growth and Individual carry the widest gap from college average — both come back in the next two sections.
2026 Gallup Engagement Results | LCC Fall In-Service
M G
| Respondents | Current Mean | Change | Trended Mean | | ean Percentile Rank - allup Overall | Company Overall Current Mean |
Q00: On a five-point scale, where 5 means extremely satisfied and 1 means extremely dissatisfied, how satisfied are you with Lane Community College as a place to work? | 593 | 3.32 | -0.27 | | | 9 | 3.32 |
| | | | | | | |
Q01: I know what is expected of me at work. | 595 | 4.11 | -0.07 | | | 20 | 4.11 |
| | | | | | | |
Q02: I have the materials and equipment I need to do my work right. | 595 | 3.63 | -0.09 | | | 16 | 3.63 |
Q03: At work, I have the opportunity to do what I do best every day. | 585 | 3.75 | -0.09 | | | 21 | 3.75 |
Q04: In the last seven days, I have received recognition or praise for doing good work. | 561 | 3.04 | -0.24 | | | 18 | 3.04 |
Q05: My supervisor, or someone at work, seems to care about me as a person. | 590 | 4.10 | -0.06 | | | 35 | 4.10 |
Q06: There is someone at work who encourages my development. | 578 | 3.55 | -0.18 | | | 21 | 3.55 |
| | | | | | | |
Q07: At work, my opinions seem to count. | 589 | 3.36 | -0.27 | | | 19 | 3.36 |
| | | | | | | |
Q08: The mission or purpose of Lane Community College makes me feel my job is important. | 588 | 3.68 | -0.34 | | | 21 | 3.68 |
Q09: My colleagues are committed to doing quality work. | 589 | 4.06 | -0.03 | | | 40 | 4.06 |
| | | | | | | |
Q10: I have a best friend at work. | 515 | 3.06 | 0.03 | | | 20 | 3.06 |
| | | | | | | |
Q11: In the last six months, someone at work has talked to me about my progress. | 565 | 3.00 | -0.15 | | | 12 | 3.00 |
Q12: This last year, I have had opportunities at work to learn and grow. | 579 | 3.65 | -0.14 | | | 21 | 3.65 |
Engagement Mean | Trended Mean | Mean Percentile Rank - Gallup Overall | Respondents | Engagement Index |
3.58 | Change From Last Mean: -0.14 3.44 | 3.56 | 3.72 | 3.58 | 17 | 597 | Engaged: 28% Not Engaged: 51% Actively Disengaged: 21% |
EMPLOYEE ENGAGEMENT REPORT | EMPLOYEE ENGAGEMENT AND CLIMATE SURVEY 2026
DEEP DIVE
Faculty & Leadership Trust
19%
of faculty are engaged, well below the 28% college average
Confidence in senior leadership is a clear concern
Presidential leadership items score well below typical results in Gallup's global database
This is the group we're prioritizing first.
8
C O M
| Respondents | Current Mean | Change | Trended Mean | | ompany verall Current ean | Company Overall Mean Percentile Rank - Custom Industry - Education - Postsecondary/Higher Education - Community Colleges |
Q00: On a five-point scale, where 5 means extremely satisfied and 1 means extremely dissatisfied, how satisfied are you with Lane Community College as a place to work? | 238 | 3.04 | -0.52 | | | 3.32 | 14 |
| | | | | | | |
Q01: I know what is expected of me at work. | 239 | 4.03 | -0.06 | | | 4.11 | 28 |
| | | | | | | |
Q02: I have the materials and equipment I need to do my work right. | 238 | 3.42 | -0.22 | | | 3.63 | 17 |
Q03: At work, I have the opportunity to do what I do best every day. | 235 | 3.63 | -0.25 | | | 3.75 | 26 |
Q04: In the last seven days, I have received recognition or praise for doing good work. | 215 | 2.45 | -0.40 | | | 3.04 | 28 |
Q05: My supervisor, or someone at work, seems to care about me as a person. | 235 | 3.88 | -0.01 | | | 4.10 | 30 |
Q06: There is someone at work who encourages my development. | 229 | 3.35 | -0.10 | | | 3.55 | 24 |
| | | | | | | |
Q07: At work, my opinions seem to count. | 234 | 3.03 | -0.51 | | | 3.36 | 24 |
| | | | | | | |
Q08: The mission or purpose of Lane Community College makes me feel my job is important. | 236 | 3.52 | -0.56 | | | 3.68 | 19 |
Q09: My colleagues are committed to doing quality work. | 234 | 4.18 | -0.05 | | | 4.06 | 38 |
| | | | | | | |
Q10: I have a best friend at work. | 206 | 2.89 | -0.02 | | | 3.06 | 35 |
| | | | | | | |
Q11: In the last six months, someone at work has talked to me about my progress. | 224 | 2.64 | -0.20 | | | 3.00 | 16 |
Q12: This last year, I have had opportunities at work to learn and grow. | 231 | 3.55 | -0.26 | | | 3.65 | 22 |
EMPLOYEE ENGAGEMENT REPORT | EMPLOYEE ENGAGEMENT AND CLIMATE SURVEY 2026
THE TWO PERSISTENT GAPS
Recognition & Progress
Recognition
~3.00
A 7-day-frequency item — one of the lowest two Q12 items college-wide
Progress
~2.99
Tied to growth and development — the other lowest-scoring item
Lowest two Q12 items college-wide, by a clear margin.
DEEP DIVE
What Employees Are Telling Us
Leadership & Trust
Low confidence in senior leadership — concerns about transparency, communication, and inclusion in decision-making.
Budget & Program Decisions
Confusion over the rationale and data behind cuts; a perception that reductions fall disproportionately on faculty and classified staff.
Culture & Morale
Morale described as an all-time low by many long-tenured employees; recent contract negotiations strained trust.
The Bright Spot
Department-level support — supervisors, deans, colleagues — remains strong. The friction is institutional, not local.
2026 Gallup Engagement Results | LCC Fall In-Service
This Is Solvable
Recognition culture is currently balkanized — run separately across classified, faculty, and manager groups.
The shift: peer-to-peer recognition, not just manager-to-report — everyone recognizing everyone.
Progress ties directly to the evaluation cadence — a brief, required progress conversation built into the cycle.
2026 Gallup Engagement Results | LCC Fall In-Service
ALREADY UNDERWAY
What's Already in Motion
Departmental engagement briefs going to every manager — 60+ units, HRBP-owned
Evaluation-currency catch-up tied to the recognition/progress conversation
A cross-group recognition concept in development — one shared institutional recognition moment
Every manager submits an action plan by October 31
2026 Gallup Engagement Results | LCC Fall In-Service
Call to Action
Every Manager
Every Employee
THANK YOU
Questions & Discussion
"Many Voices, One Lane. Together."
Shane Turner, VP of Human Resources
Grant Matthews, AVP of Human Resources