It’s likely that you’ve heard that recognition is crucial. We sure love to talk about it. You might’ve even implemented a recognition program in your company. But a year after the launch, participation remains, at best, average. In that case, it’s time to start asking employee recognition survey questions.
You might be aware that businesses who invest in social recognition are twice as likely to experience higher individual employee performances. And still somehow you are far from the standards you had planned to reach. So why then don’t you have success?
It’s a valid question that has multiple answers. In this article we will focus on one of those answers. Which is to update your employee recognition survey questions and ask away.
What’s the reason for employee recognition surveys?
Building a culture that employees are proud to be a part of requires an employee recognition survey. The best technique to make your staff feel valued is through manager-led direct acknowledgment. Employee retention is also influenced by feeling valued and recognized.
Around 21% of workers globally claim that the recognition they had received convinced them to stay in their current position.
This, however, can only be achieved if your recognition program is in top condition. That implies that everyone in your company routinely expresses gratitude in ways that team members find meaningful. And that workers can get the rewards they really want.
Take the pulse of your team to find out how it might be improved if statistics indicate that your employee appreciation program isn’t taking off.
Employee recognition survey questions to ask
A safe, inclusive and rewarding company culture must be established and maintained in large part through employee recognition. And you may find out just how effectively your efforts to promote that culture are succeeding with an employee recognition survey.
Here are some questions that can assist you to find the root of any problems while highlighting what is working.
1. How often do you receive recognition at work?
How often employees are given recognition for their contributions influences how valued they feel.
Managers should recognize exceptional work or an original idea at one-on-one meetings with staff members. You should start increasing your recognition program if employees report that they only receive it once a month or less.
The general rule is that at least once every week, managers or coworkers should recognize an employee.
2. Are you happy with the level of recognition you get at work?
Employees won’t be motivated to do good if they don’t receive enough recognition at work. You can tell whether your recognition program is succeeding by establishing a baseline understanding of how satisfied employees are with recognition.
If you notice themes among particular groups, think about contacting the leadership. Offer suggestions on how to enhance employee satisfaction with increased recognition.
3. Do you receive valuable recognition?
The results of the employee recognition survey should provide insight on how meaningful the bonuses are at your company. Increased frequency may not be the best answer if an employee doesn’t value the current benefits. They might be searching for significant benefits instead.
For instance, some workers prefer to be recognized in front of their coworkers. While others may feel more appreciative when receiving a private note. Read more on that in our article The Difference Between Private Vs Public Recognition.
Each organization must evaluate the effectiveness of the recognition program it delivers and make any necessary adjustments.
4. Do you feel valued in your workplace?
Why should your employees appreciate their role in your company if you don’t act like you value them? Employ the Likert scale to measure employee opinion broadly, but give space for optional free-form responses. Workers might be willing to contribute background info. That will aid in determining the best course of action, resolving any issues, and reducing turnover.
By being transparent with your staff and using effective communication, you can clearly demonstrate the importance of their jobs. Your employees will feel valued if you pay attention to their accomplishments and offer real-time recognition.
5. Do you know what type of behavior earns recognition in your workplace?
It doesn’t feel like recognition to say “great work!” to a direct report or a coworker because it isn’t meaningful or noteworthy. Receivers may get the impression that you weren’t interested in what they actually accomplished. Or didn’t care enough to explain why what they did was so admirable.
This question reveals the core of the problem. It’s unlikely that team members are expressing appreciation in ways that other people genuinely get excited about. Especially if they don’t understand what actions should be rewarded.
If the answer to this question is a strong “no,” consider finding strategies to train personnel on how to offer praise appropriately. This can entail speaking at department meetings, all-hands gatherings, or even corporate-wide training efforts.
6. What type of recognition would you like to receive?
A quick thank you over chat, a public shoutout during the weekly staff meeting, a gift of bonus points on your employee recognition program, and more are all examples of ways to express appreciation. Knowing the preferred forms of employee appreciation can help your business improve the effectiveness of its recognition program.
For instance, it may be time to step up your company’s recognition efforts if you hear complaints from your employees. Over things like they are dissatisfied with the standard years-of-service awards. Employees can earn and redeem points for things they genuinely want using a recognition platform with a points-based rewards system.
Workers may also disclose that they are seeking more intangible benefits. uch as wonderful experiences or the opportunity to donate money to a good cause. If so, search for a solution that offers a rewards catalog with options like these and additional enjoyable methods to recognize employees.
7. Are the rewards for achievement proportionate?
Do employees feel that the recognition they get is proportionate with their accomplishments or milestones? Depending on how a person’s work or efforts affect the team or organization, different levels of recognition may be given.
For instance, if a team member suggests a new protocol that will simplify the work of their team, they can be recognized during the following team sync. On the other hand, a company-wide shoutout might be appropriate if someone lands the biggest client of the year.
8. What can we do to make recognizing others easier?
There are times when employees are either unaware of a new recognition program, aren’t trained on how to use it, or believe they are too busy to devote the necessary time to it. Employees won’t recognize someone if it takes too long or is too difficult.
And if your staff members complain that receiving appreciation isn’t quick or simple, come up with solutions. The most crucial thing is to examine employees’ responses to this and other questions. Do so to gain the knowledge you need to create the recognition experience.
In conclusion
It takes time to create a successful employee recognition program. Understanding how employees are reacting to and interacting with your organization’s recognition programs requires a dedicated effort. An effective recognition program needs a dedication to continual development as your business expands and changes.
Now you know what employee recognition survey questions to ask in order to improve your recognition program!
