With the rush to reap the benefits of an engaged workforce, leaders often focus on improving relationships at work. This is not surprising when you look at popular engagement surveys such as the Gallup Q12. The Gallup Q12 reinforces the idea that relationships drive engagement with questions like, Do you have a best friend at work? Does your supervisor, or someone at work, seem to care about you as a person? Gallup’s research shows that these are important considerations. And while other elements of the Q12 measure the opportunity to learn and grow and the need for clear expectations, they merely give a nod to work redesign (Thackray 2001).