Recognition Programme Feedback
Does recognition land as meant – frequent enough, fair, and in the form people value?
4 questions · 1 page · about 2 minutes to answer · fully editable after you start
Recognition programmes fail invisibly: the awards continue, the meaning drains. This survey checks the vital signs – whether people feel seen for real contributions or only for visible ones, whether recognition arrives close enough to the work to connect, and which forms actually land: public praise embarrasses some of your best people while private thanks starves others.
The fairness-of-visibility question surfaces the classic failure, where recognition tracks proximity to leadership rather than contribution – the pattern that demotivates precisely the quiet performers.
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Page 1
Feeling valued
This survey asks how recognised you feel for your work and how our recognition programme is landing. Your answers help us improve it. It takes about 2 minutes.
Q1.When did you last feel genuinely recognised for your work?*
- This week
- This month
- This quarter
- Cannot remember
Q2.How much do you agree?
| Disagree | Unsure | Agree | |
|---|---|---|---|
| Recognition here reflects real contribution | |||
| Quiet work gets seen, not just visible work | |||
| Recognition comes soon enough to mean something |
Q3.Rank the forms of recognition you value.
- 1Private thanks from my manager
- 2Public shout-out
- 3Financial reward or bonus
- 4Growth opportunity as recognition
- 5Peer-to-peer appreciation
Q4.Describe a moment of recognition here that actually meant something.
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