Additional Staff Survey Questions that Focus on Staff Recognition

Using existing questions will save time when you are designing a survey to determine how your staff thinks about staff recognition. You are welcome to use any of these questions, along with those on pages 226 to 264 in Thanks! GREAT Job!But keep this caution in mind:

Questions created by someone else may not be right for your situation. They may not ask what you want to ask, or be asked in a way they should be asked within your organization. Your organization is different than others. What was a good question for those may not fit your organization’s culture. Some questions may yield results that would be impossible to act on in your situation. There is no reason to ask about bonuses or extra time off if paying bonuses or giving extra time off is not something you have money to implement, or if it would be in conflict with existing collective agreements or might violate legislative restrictions.

Prior to conducting any survey, it is important to test the questions. Will the respondents’ understanding of the questions be the same as yours? If not, the value of the data you collect will be diminished. Interpretation of results may be flawed. See pages 257-260 in Thanks! GREAT Job! by Nelson Scott for suggestions on how to test your questions.

When it comes time to create a survey, begin by looking through these questions. Consider how well they will meet your needs. Use questions that will solicit the input you seek. Modify other questions to serve your purpose. Some of the questions included in this list are similar. They may be phrased differently, but they are meant to gather similar information. It is unlikely that you will want to use such similar questions in the same survey.

Before designing and conducting your survey, please reread chapter 29, Do You Know What Your Staff Thinks? in Thanks! GREAT Job!

1.	How important is it to you that your supervisor recognizes you for what you do—your contributions and achievements?
	Very important	Somewhat important	Not very important	Not at all important

2.	How often does your supervisor recognize you for what you do—your contributions and achievements?
2.	Frequently	Regularly	Occasionally	Seldom	Never

3.	How often do your co-workers recognize you for what you do—your contributions and achievements?
3.	Frequently	Regularly	Occasionally	Seldom	Never

4.	How often do your co-workers recognize their peers for their contributions and achievements?
4.	Frequently	Regularly	Occasionally	Seldom	Never

5.	How important is it to you that you be praised in front of others for doing your job well?
	Very important	Somewhat important	Not very important	Not at all important

6.	Compared to a year ago, do you feel you are recognized more often, less often or about the same for doing your job well?
	More often	Less often	About the same	Not sure

7.	Indicate on the following continuum what type of feedback you are most likely to receive from your supervisor.
	Criticism for making a mistake or not performing to his/her expectations				Recognition for performing your job well
	1	2	3	4	5	6	7

8.	Recognition can be directed toward either the work team or individual members of the team. Indicate where recognition occurs in your department, along this continuum.
	All recognition is directed toward the work team				All recognition is directed toward individual members of the team
	1	2	3	4	5	6	7

9.	Indicate where you feel recognition should occur in your department, along this continuum.
	All recognition directed toward the work team				All recognition directed toward individual members of the team
	1	2	3	4	5	6	7

10.	Please indicate whether you agree or disagree with the following statements:
10.	Strongly agree	Somewhat agree	Somewhat agree	Strongly agree	Not sure

I feel appreciated for doing my job well.
I know and understand the values and goals of name of organization.
I feel that the recognition staff receives is aligned to the values and goals of name of organization
My supervisor understands the importance of recognition and knows how to recognize staff for their contributions and achievements.
My supervisor is a good role model for how to recognize others.
My co-workers acknowledge each other for their contributions regularly.
Other supervisors are better than my supervisor at recognizing staff.
My supervisor knows me well enough as an individual that he/she could recognize me in ways that I prefer to be recognized.
Most of my co-workers would like to be recognized more often for doing their jobs well.
The people and teams that are recognized are deserving of the recognition that they receive.
I feel that my supervisor is committed to recognizing staff for doing their jobs well.
I feel that name of organization is committed to recognizing staff for doing their jobs well.
I feel that name of organization does a good job of acknowledging staff that have reached service milestones (after every five years of service).

11.	Please indicate the response that you feel best reflects your feelings about the importance of each of the following ways of recognizing staff for their contributions and achievements.
	Very important	Somewhat important	Not very important	Not at all important

Private praise (one-on-one)
Public praise
A small gift
A plaque or certificate of appreciation
A gift certificate
Email message of thanks
A letter from your supervisor/manager
A handwritten note from your supervisor/manager
A handwritten note from a co-worker
A Rising Star, Shining Star or Super Star award
Team celebration
Story in the staff newsletter
Praise at a staff meeting
Time off
Food/snacks
Lunch with your supervisor/manager
Service milestone awards (once every five years)
A presentation at the annual recognition event
Recognition by a co-worker
Recognition by a senior executive
Staff appreciation days

Comment Box: Are there other ways that you would like to see staff recognized for their contributions and achievements?

12.	How likely would you be to leave a job for another job that promised the same pay, but more recognition?
	Very likely	Somewhat likely	Not very likely	Not sure

13.	*In your experience, how well does your supervisor link recognition to the goals and values of name of organization?*
13.	Very well	Somewhat well	Somewhat poorly	Very poorly	Not sure

14.	Please indicate whether you agree or disagree with the following statements:
14.	Strongly agree	Somewhat agree	Somewhat agree	Strongly agree	Not sure

I feel proud to work for name of organization.
My supervisor recognizes those who work hard.
When I have a concern or suggestion, I feel I am listened to.
I would recommend name of organization to family and friends as a place to work.
I understand what is expected of me at work.
My supervisor knows me and knows what is important to me.
I am recognized in some fashion every week for my contributions.
I know how to recognize my co-workers for their contributions.
I feel comfortable when I am recognized in public.
Most of my co-workers would like to be recognized more often for doing their job well.
I receive recognition regularly from my supervisor or manager.
I receive recognition regularly from my co-workers.

[Back to top]

TGJ