1
Section 1

General

  1. I feel valued by our organisation
  2. I know what our company values are and what they stand for
  3. I feel appreciated for the work I do
  4. Our reward and recognition programme makes a real difference to how I feel at work
  5. I understand how our reward and recognition programme works
Open questions

What's one thing our organisation could do to make you feel more valued?

How does the reward and recognition you receive at work make you feel?

If scores are low

There's work to be done. Having a focus group session will help you uncover why reward and recognition isn't landing.

2
Section 2

Financial rewards

  1. The financial benefits available to me are meaningful
  2. I understand how reward decisions are made
  3. My benefits package helps me manage the cost of living
  4. I'm aware of all the financial perks and benefits available to me
  5. I feel fairly rewarded for the work I do
Open questions

What types of reward do you value most?

How do you like to be financially rewarded?

If scores are low

Employees might not know what's available, or what's on offer isn't landing. Look at how reward is communicated and whether it's relevant.

3
Section 3

Non-financial rewards

  1. I feel invested in as a person, not just an employee
  2. I have access to meaningful opportunities to develop
  3. The non-financial rewards available are important to me
  4. I feel supported when it comes to my wellbeing at work
  5. I have enough flexibility in how and where I work to suit my life
Open questions

What non-financial reward matters most to you?

Is there a non-financial reward you'd like us to introduce or improve?

If scores are low

Listen further and find out what employees want. Many non-financial rewards can make a huge difference without significant cost.

4
Section 4

Managers and leadership

  1. My manager regularly recognises the work I do
  2. I receive recognition from my manager outside of 1-to-1s
  3. Recognition from my manager feels genuine and meaningful, not just a formality
  4. I feel confident that if I did great work, it would be acknowledged
  5. Senior leaders in our organisation visibly celebrate employees' contributions
Open questions

Describe a time a manager or leader recognised you in a way that made you feel valued.

What would more meaningful manager or leadership recognition look like to you?

If scores are low

It points to a manager skills gap or a culture gap. Think about how you can make recognition a visible leadership habit to set the example.

5
Section 5

Peer-to-peer recognition

  1. I feel comfortable recognising my colleagues for great work
  2. My colleagues regularly show appreciation for each other's contributions
  3. There are easy ways for me to visibly recognise a peer when they deserve it
  4. I've received recognition from a colleague in the last month
  5. A culture of celebration exists across my team
Open questions

What stops you recognising colleagues more often?

What would make it easier to recognise and celebrate each other's work?

If scores are low

Recognition likely isn't embedded in the day-to-day culture. Look at what you can do to make recognising and celebrating peers easier.

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