Allegion’s highly engaged employees are the foundation of our success

Allegion’s highly engaged employees are the foundation of our success

At Allegion, we believe that engaged employees are the foundation of our success and we’re proud to share the results of the 2025 Gallup Q12® employee engagement survey.

This year, we achieved an impressive 93% participation rate, an increase from our 90% rate in 2024, underscoring our employees’ dedication to shaping our workplace culture. Even more exciting, Allegion’s overall GrandMean score increased by 0.05 to 4.08, placing us in the 69^th percentile[1] among companies. This improvement brings us closer to becoming a top-quartile company — an environmental, social and governance (ESG) goal we hope to achieve by 2030. Learn more about Allegion’s ESG goals and key performance indicators (KPIs).

The Gallup Q12 survey is a globally recognized tool for measuring employee engagement. With 12 focused questions, the survey evaluates key aspects of engagement, uncovering unmet employee needs and providing actionable insights. The GrandMean, which averages responses across the 12 items on a 5.00 scale, serves as a vital benchmark for overall engagement.

Employee feedback from the Gallup employee engagement survey is critical to our mission. As a testament to our commitment and success, Allegion has been honored with the Gallup Exceptional Workplace Award for the second consecutive year, which recognizes the most engaged workplace cultures in the world.

In the Q&A below with Allegion’s employee experience director, Maigen Rowe, discover more about employee engagement, how it’s measured and how it’s driving success at Allegion.

Allegion’s highly engaged employees are the foundation of our success

What is employee engagement and how is it measured?

Employee engagement is the measure of an employee’s commitment to the organization. At Allegion, we believe everybody owns engagement — it is our responsibility to build our own personal engagement and understand what it means for us as individuals, but it’s also our job to contribute to the engagement of our teams and the entire organization.

We measure engagement at Allegion by looking at the Gallup Q12 items — our engagement drivers — which are each connected to an employee need. Every employee has a series of needs that should be met in order for them to be successful and do their best work. We use the Gallup Q12 employee engagement survey as a guide to understanding how we are meeting the needs of our employees.

Why is employee engagement so important to Allegion and how does it contribute to our company’s success?

At the end of the day, engagement is a business driver: we want the business to succeed. Having engaged employees and understanding what drives engagement is crucial to our business. We know that when employees are engaged, they act differently — they are more excited, enthusiastic, innovative and tend to have better peer and customer interactions.

From the beginning, Allegion has been intentional about making employee engagement a meaningful metric rather than a mere checkbox exercise that companies feel they “should” do. This commitment drives our focus on educating leaders about the true meaning of engagement and how to use it as a powerful leadership tool.

We emphasize understanding the Q12 questions and their responses to evaluate whether employee needs are being met. Ultimately, if these needs aren’t fulfilled, employees won't be able to deliver their best work. Our goal is to ensure we provide our employees with the best opportunity to deliver exceptional solutions to our customers.

What are key indicators of high employee engagement at both the individual and organizational levels?

Gallup research indicates that engaged employees tend to deliver higher productivity, stay with their organizations longer, have lower absenteeism and experience improved well-being. Specifically at a manufacturing company like Allegion, where safety is paramount to delivering products and solutions to our customers, we find that engaged employees also work more safely. By analyzing engagement results, we observe a strong correlation between high engagement levels and improved safety metrics. Allegion has consistently maintained a strong safety record, which coincides with our strong engagement record year after year.

How will feedback from the Gallup Q12 employee engagement survey drive meaningful change and move us toward our engagement goals?

We analyze results and take action at individual, team and organizational levels. At the individual level, we encourage everyone to reflect on the questions — asking ourselves what it would take for these needs to be consistently met. On a team level, managers receive reports specific to their teams, big or small, and collaborate to create tailored action plans to build positive engagement. On an organizational level, we partner with Gallup to assess our overall organizational results, identifying global engagement drivers and potential demotivators. These findings are reviewed with the Executive Leadership Team (ELT) to determine organizational-level actions based on survey feedback.

To ensure our action plans are taking place and creating meaningful change, we implement an accountability index in each year’s survey that essentially asks the questions:

Did I see the survey results from last year?
Did we build an action plan?
Did we make meaningful progress on that action plan?

Strong accountability scores correlate with growth in our GrandMean score and overall engagement. In 2024, our focus on action plans resulted in significant improvement in accountability and positive growth in our 2025 GrandMean score, demonstrating how intentional effort to meet employees’ needs can drive our business forward.

Past survey insights have led to successful initiatives such as our Recognation recognition platform, our Great Manager Award program and our Leadership Unlocked program. These continue to enhance employee engagement today, proving that the survey results drive meaningful change and reinforce our continued efforts to prioritize engagement.

1 Percentiles are based on Gallup’s Q12 Manufacturing Company Database and the Q12 Overall Company Level Database from the survey year. GALLUP is a registered trademark of Gallup, Inc. and the property of its owner.