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Recognition - 360 Degree Feedback Survey


Other Surveys Measuring Recognition:
Survey 1 (4-point scale; Competency Comments)
Survey 2 (4-point scale; Competency Comments)
Survey 3 (5-point scale; Competency Comments)
Survey 4 (5-point scale; radio buttons)
Survey 5 (4-point scale; words)
Survey 6 (4-point scale; words)
Survey 7 (5-point scale; competency comments; N/A)
Survey 8 (3-point scale; Agree/Disagree words; N/A)
Survey 9 (3-point scale; Strength/Development; N/A)
Survey 10 (Comment boxes only)
Survey 11 (Single rating per competency)
Survey 12 (Slide-bar scale)
Survey 13 (4-point scale; numbers; floating anchors)
Survey 14 (4-point scale; N/A)

About this Survey

Recognition is the intentional acknowledgment and appreciation of employees' contributions, achievements, and performance, ensuring that praise is timely, meaningful, fair, and aligned with organizational values. Effective recognition fosters a supportive and engaging workplace by integrating structured programs, spontaneous appreciation, and impactful rewards-both formal and informal-while reinforcing positive behaviors and incentivizing success. By making recognition visible, systematic, and inclusive, leaders cultivate an environment where employees feel valued, motivated, and empowered to contribute to organizational growth and excellence.

This questionnaire is designed to give HR leaders clear, actionable insight into the key drivers of Recognition within their organization. Each item reflects well-constructed dimensions of Recognition, allowing you to quickly identify strengths, gaps, and opportunities for improvement. The survey is fully customizable, enabling you to tailor questions to your culture, workforce, and strategic priorities without starting from scratch. HR‑Survey partners with you to refine the instrument, interpret results, and ensure you gather the data needed to make confident, evidence‑based decisions. By using this tool, you gain a reliable, efficient way to understand your employees' experience and strengthen engagement across your organization.

Important Aspects of Recognition

  • Appreciative: expressing gratitude and valuing individuals in a personal and informal way. This dimension highlights saying "thank you," offering praise, acknowledging employees' worth, and making people feel appreciated through ongoing gestures of gratitude. It prioritizes emotional connection and morale-building, reinforcing positivity in daily interactions.
  • Provides Recognition: actively identifying and rewarding contributions, achievements, and skills in a structured manner. This dimension centers on formal recognition activities, acknowledging exceptional abilities, and ensuring well-earned appreciation is given. It prioritizes organizational acknowledgment and reinforcement, helping employees feel valued for their specific contributions.
  • Recognizes Achievements: highlighting specific, significant accomplishments tied to major milestones, departmental objectives, or project completion. This dimension emphasizes rewarding employees for exceptional contributions that go beyond routine performance, publicly celebrating success, and reinforcing the impact of major wins. It prioritizes achievement-based acknowledgment, encouraging individuals and teams to strive for excellence.
  • Recognizes Performance: ongoing recognition of consistent, high-quality work and individual job performance. This dimension centers on assessing effort, identifying top performers, ensuring above-average contributions are acknowledged, and linking recognition to sustained performance levels. It prioritizes continuous reinforcement, making sure employees feel valued for their day-to-day efforts rather than just their biggest successes.
  • Aligned: ensuring recognition programs are strategically connected to company values, mission, and professional development goals. This dimension highlights awards that reinforce teamwork, innovation, environmental responsibility, and organizational priorities. It prioritizes structured alignment, making sure recognition initiatives reflect the company's core principles
  • Timely: recognizing employees immediately after an achievement occurs. This dimension highlights real-time acknowledgments, celebrating milestones as they happen, integrating recognition into meetings, and encouraging instant appreciation through communication tools. It prioritizes responsiveness and relevance, ensuring employees feel valued in the moment rather than delayed.
  • Frequency: how often recognition is provided over time. This dimension centers on structured programs such as employee-of-the-month awards, annual recognitions, service anniversary celebrations, and scheduled praise intervals. It prioritizes consistency and routine, reinforcing appreciation through regularly scheduled acknowledgments.
  • Recognition Has Meaning: tailoring recognition to ensure it feels personal, relevant, and impactful for the employee. This dimension centers on thoughtful and individualized rewards, highlighting specific contributions, linking recognition to growth opportunities, and ensuring employees feel truly valued for their unique efforts. It prioritizes authenticity and emotional resonance, making appreciation more meaningful and motivating.
  • Genuine and Sincere: authenticity and emotional depth of recognition. This dimension highlights heartfelt praise, individual acknowledgments, and fostering a workplace culture where appreciation is deeply meaningful. It prioritizes personal connection and sincerity, ensuring employees feel valued in a way that resonates on a human level.
  • Fair: ensuring recognition is equitable, unbiased, and systematically applied across the team. This dimension centers on transparency, objective criteria, standardized recognition programs, and rewarding both visible and behind-the-scenes contributions. It prioritizes equal treatment and consistency, guaranteeing that all employees feel appreciated without favoritism.
Competencies Related to Recognition: Interpersonal Skills, Collaboration, Trustworthy, Responsible, Client Focus, Customer Focus, Empowering Others, Employee Relations, Employee Development, Developing Others, Engagement, Co-worker Development, Coaching, Partnering/Networking, Conflict Management, Negotiation, Mediation, Teamwork, Recognition, Others,

The Questionnaire

Instructions:

[Company] is conducting a 360-Degree Feedback Assessment developed by HR-Survey for selected managers.

You have been selected to provide feedback on the employee listed above. Your feedback is an important part of our company's leadership development process and this survey is intended to gather broad feedback in the core competencies and role responsibilities that are important for the on-going success of our organization.

In responding to the questions below, think about your experiences working with this employee over the last twelve months. The effectiveness of this development tool is dependent on your honest, forthright and constructive responses so please bear this in mind as you answer each question. Your responses will be aggregated with the responses received from others and discussed with the employee to foster growth and on-going development.

Partially completed forms can be saved by using the Save/Still Working button at the bottom of the page. You may return at a later time to complete/edit the form. Your saved responses will be shown each time you re-visit the feedback form. When you are certain that you have completed your responses, and will be not making any changes, click the Complete button.

Your feedback is valuable in helping the individual to understand how they are perceived and experienced by others and the impact their behavior has on people in the organization with whom they interact. Feedback received also acknowledges strengths and identifies areas for development.

Use the form below to provide your feedback. Each field and comment box requires a response before you can SUBMIT your final feedback.

Thank you for your participation in the survey. We look forward to seeing the analysis of your responses and we are hoping for 100% participation.

Management Team
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Recognition

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
Appreciative
  1. Expresses appreciation in informal settings.
  1. Shows appreciation for the employee by offering praise.
  1. Acknowledges and appreciates the worth of employees.
  1. Says "thank you" to show appreciation for work of others.
Provides Recognition
  1. Finds opportunities to recognize others.
  1. Offers recognition to peers and colleagues.
  1. Engages in employee recognition activities.
  1. Recognizes the abilities and skills of self and others
Recognizes Achievements
  1. Offers recognition that is contingent upon specific levels of achievement.
  1. Recognizes the team at the end of long/difficult projects.
  1. Publicly rewards employee achievements to encourage others to also excel.
  1. Recognizes team members who offer a significant contribution to a project.
Recognizes Performance
  1. Ensures that above average performance is followed up with recognition.
  1. Keenly aware of performance of employees to know when and where recognition may be warranted.
  1. Creates recognition programs that drive improvements in organizational performance.
  1. Compliments other people when they do good work
Aligned
  1. Encourages peers and colleagues to recognize each other when their work fits in with the company mission and core values.
  1. Creates awards that promote or recognize core values of the company.
  1. Aligns rewards with professional development and individual aspirations.
  1. Creates a "Collaborator Champion" award to promote and recognize teamwork and collaborative efforts by employees.
Timely
  1. Incorporates recognition into regular meetings, such as weekly team check-ins or monthly town halls.
  1. Uses internal communication tools or recognition platforms to instantly acknowledge achievements.
  1. Gives recognition immediately after employees achieve certain levels of performance.
  1. Offers recognition in a timely manner.
Frequency
  1. Creates awards or recognition for specific service anniversary dates.
  1. Provides year-end awards and recognition.
  1. Creates awards at specific intervals (monthly, quarterly, annually) during the year.
  1. Creates an employee-of-the-month award to recognize high performing employees.
Recognition Has Meaning
  1. Accompanies recognition with specific examples of how the employee's work made a difference for the department/organization.
  1. Offers recognition that is thoughtful and individualized, ensuring that the method and reward suit the person being acknowledged.
  1. Highlights specific contributions, demonstrating to employees how their efforts support department goals and drive success.
  1. Matches the reward to the person being recognized.
Genuine and Sincere
  1. Gives genuine and sincere recognition.
  1. Expresses recognition consistently and with true respect for an employee's role in the department.
  1. Fosters a culture of appreciation and sincere recognition.
  1. Expresses genuine appreciation for the employee's work by mentioning the work that the employee has completed and how it has impacted the organization.


  1. Overall, please rate the effectiveness of [Participant Name Here].






  2. Strengths


  3. Areas for Development


  4. Please give any final comments or suggestions for [Participant Name Here]'s assessment.

    5. Sample Results

    Sample Result Document:
    Sample Results