Questionnaire Items Measuring Recognition
Achieving results is a core aspect of business. Individuals with a strong "Result Orientation" are focused intently on achieving results. This is enabled by a combination of job skills and personal attributes. Individuals must:
- Set and Prioritize goals Achieving results requires the setting of a goal. The goal could the results you want to achieve or some step in that process.
- Plan actions You need to plan the actions that will be required for each step in the process. You may also need to make a plan for obtaining the resources that will be needed.
- Stay Focused Disruptions to the process may cause delays. It is important to avoid disruptions and to remain focused on the task at hand.
- Flexible Being flexible in plans, staffing and resources may help to avoid obstacles which could prevent you from achieving your goal.
- Responsive to Setbacks It is important to continue progress toward the goal even if setbacks occur.
- Bias for Action A strong bias for action helps to ensure you make progress quickly. However, use caution to avoid making rash or hasty decisions.
- Achieve Results Individuals who are "results oriented" have a strong desire to achieve results; to complete tasks; to accomplish goals.
- Highly Motivated These individuals strive to exceed expectations and to exceed performance benchmarks.
Results oriented individuals are leaders having impact on the organization setting the standard by which others are measured. Achieving results is a critical function of organizations. Individuals with a results orientation help focus the direction of other employees toward a common goal, create innovative solutions to problems, increase production through efficiencies and improve the department and organization.
360-Feedback Assessments Measuring Employee 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)
360-Degree Feedback Questionnaire Items
The Results Oriented (Orientation) competency in a 360-Degree Feedback assessment includes items measuring the ability to: set and prioritize goals; create plans of action and stay focused; to be flexible and responsive; strong work ethic by being highly motivated and having a bias for action.
Appreciative
- Makes people around them feel appreciated and valued.
- Says "thank you" to show appreciation for work of others.
- Acknowledges and appreciates the worth of employees.
- Seeks out new ways to show appreciation for team members.
- Shows appreciation for the employee by offering praise.
- Personally thanks employees for doing a good job.
- Routinely recognizes employees to show appreciation for their work.
- Expresses appreciation in informal settings.
Provides Recognition
- Finds opportunities to recognize others.
- Recognizes the abilities and skills of self and others
- Recognizes employees that participate on important teams.
- Offers recognition that is well deserved.
- Offers recognition to peers and colleagues.
- Engages in employee recognition activities.
Recognizes Achievements
- Recognizes individuals for a specific outstanding achievement.
- Recognizes team members who offer a significant contribution to a project.
- Reinforces and rewards employees for accomplishing necessary goals.
- Recognizes when the team excels on a project or reaches a major milestone.
- Offers recognition that is proportional to the accomplishment.
- Recognizes the team at the end of long/difficult projects.
- Links recognition to the achievement of departmental objectives.
- Publicly rewards employee achievements to encourage others to also excel.
- Offers recognition that is contingent upon specific levels of achievement.
- Offers recognition for big accomplishments.
Recognizes Performance
- Compliments other people when they do good work
- Lets employees know when they have done well
- Keenly aware of performance of employees to know when and where recognition may be warranted.
- Offers recognition only when the employee has exceeded a certain performance level.
- Recognizes and rewards people based on their job performance.
- Creates recognition programs that drive improvements in organizational performance.
- Ensures that above average performance is followed up with recognition.
- Knows which employees complete the most work.
- Is well aware of employee performance to know when recognition is needed/deserved.
- Able to recognize the best (top performing) employees.
- Offers recognition that is contingent upon specific performance achievement.
- Knows when employees have worked hard and deserve recognition.
- Recognizes good work/performance through personal observation.
Aligned
- Develops recognition programs that are aligned with the organization's overall mission and core values.
- Gives recognition that reflects the values of the department/organization.
Timely
- Offers recognition in a timely manner.
- Gives recognition immediately after employees achieve certain levels of performance.
- Ensures that recognition is timely and relevant.
Frequency
- Plans specific awards for different levels of service.
- Offers praise to employees at least once a month.
Recognition Has Meaning
- Matches the reward to the person being recognized.
- Ensures that rewards and recognition have meaning for the employees receiving them.
Genuine and Sincere
- Gives genuine and sincere recognition.
- Expresses genuine appreciation for the work of others.
Fair
- Readily shares credit and gives others opportunity for visibility.
- Implements performance bonuses in a fair manner.
- Is fair when making any monetary awards.
- Gives recognition and appreciation fairly.
- Uses a formal rewards and recognition structure to provide fairness and a standardized process.
Formal and Informal Recognition
- Implements formal and informal recognition practices within the department.
- Creates effective formal reward programs such as employee-of-the-month or annual service awards.
- Uses both formal and informal rewards to recognize employees.
Systematic or Procedural
- Coordinates recognition activities at different levels and areas within the organization.
- Maintains appropriate documentation regarding award recipients.
- Uses a systematic approach to implementing recognition programs.
Incentivizing
- Understands the power of recognition as a motivator of job performance.
- Creates clear links between recognition and HR driven incentive systems.
- Develops recognition events that reward and motivate others.
- Views recognition as a powerful motivator.
- Ensures that the rewards are 'rewarding'.
Impactful
- Leverages the use of recognition to obtain maximum impact.
- Establishes recognition as an important part of the organizational culture.
- Develops high impact recognition events and celebrations.
Visible
- Ensures that the recognition program is highly visible to the employees.
- Offers specific and public verbal encouragement to employees.
- Exhibits recognition in the appropriate settings and environment.
- Recognizes employees through public announcements or progress boards in common areas.
Implementation of Programs
- Understands the recognition program resource requirements.
- Implements a peer recognition program.
- Makes sure there are adequate budget resources to support monetary rewards.
- Implements a pilot program to test recognition initiatives before rolling them out to the general employee population.
- Successfully implements the employee recognition program.
Non-Monetary Rewards
- Awards effective non-monetary rewards such as time off, keepsakes, or other awards.
- Includes employees in important communications/messages/teams as a form of recognition for doing good work.
- Empowers employees to have more autonomy as recognition and reward for good job performance.
- Recognizes employees by assigning unique and interesting tasks as a reward.
Positive Reinforcement
- Implements a reward and recognition system that reinforces good behaviors.
- Uses recognition and rewards to reinforce desired behaviors.
Spontaneous
- Gives spontaneous recognition in the proper context.
- Uses on-the-spot awards as well as financial incentives to encourage better performance from employees.
- Offers recognition on "spur-of-the-moment".
- Uses Spot awards or Extra Effort awards to help motivate employees.
Is Supportive
- Is an effective advocate for recognition programs in the department/organization.
- Creates a supportive work environment through effective use of recognition and rewards.
- Facilitates and supports the recognition programs within the department.
For Employee Development
- Integrates recognition programs into larger employee development initiatives.
- Uses recognition programs to help advance a specific training initiative.
- Uses recognition to encourage creativity and innovative thinking.
- Uses recognition to guide employees to better work standards.
A Tool for Leaders
- Uses recognition as a strategic leadership tool.
- Views recognition of employees as an important part of being a manager.
Involves Others
- Is sincerely interested in the suggestions of co-workers.
- Allows the team to help decide on recognition rewards and incentives to be implemented.
Department or Organization
- Follows all HR policies and procedures when implementing bonuses or other compensation awards.
- Works to establish appropriate levels of recognition and respect within the department.
Assesses Recognition Programs
- Measures improvements in performance from recognition programs.
- Assesses the capabilities of team leaders to recognize their employees.
- Measures the quality of recognition that team leaders give their team members.
Employee Opinion Survey Items
Employees that have a strong Results Orientation are invaluable assets to any organization, driving performance, achieving results and getting the job done.
Self-Assessment Items
Appreciative
- You say "thank you" to show appreciation for work of others.
- You make people around them feel appreciated and valued.
- You acknowledge and appreciate the worth of employees.
- I routinely recognize employees to show appreciation for their work.
- You personally thank employees for doing a good job.
- I express appreciation in informal settings.
- I show appreciation for the employee by offer praise.
- I seek out new ways to show appreciation for team members.
Provides Recognition
- You find opportunities to recognize others.
- You recognize the abilities and skills of self and others
- You engage in employee recognition activities.
- You offer recognition that is well deserved.
- I recognize employees that participate on important teams.
- You offer recognition to peer and colleagues.
Recognizes Achievements
- You recognize team members who offer a significant contribution to a project.
- You reinforce and reward employees for accomplishing necessary goals.
- You recognize individuals for a specific outstanding achievement.
- I offer recognition that is contingent upon specific levels of achievement.
- I offer recognition for big accomplishments.
- I recognize when the team excels on a project or reaches a major milestone.
- You publicly reward employee achievements to encourage others to also excel.
- You offer recognition that is proportional to the accomplishment.
- I link recognition to the achievement of departmental objectives.
- You recognize the team at the end of long/difficult projects.
Recognizes Performance
- You compliment other people when they do good work
- You let employees know when they have done well
- I am able to recognize the best (top performing) employees.
- I am keenly aware of performance of employees to know when and where recognition may be warranted.
- You are well aware of employee performance to know when recognition is needed/deserved.
- I recognize good work/performance through personal observation.
- You know which employees complete the most work.
- I ensure that above average performance is followed up with recognition.
- I offer recognition only when the employee have exceeded a certain performance level.
- I offer recognition that is contingent upon specific performance achievement.
- I know when employees have worked hard and deserve recognition.
- I recognize and reward people base on their job performance.
- I create recognition programs that drive improvements in organizational performance.
Aligned
- You develop recognition programs that are align with the organization's overall mission and core values.
- You give recognition that reflect the values of the department/organization.
Timely
- You offer recognition in a timely manner.
- I give recognition immediately after employees achieve certain levels of performance.
- You ensure that recognition is timely and relevant.
Frequency
- I plan specific awards for different levels of service.
- You offer praise to employees at least once a month.
Recognition Has Meaning
- You match the reward to the person being recognized.
- You ensure that rewards and recognition have meaning for the employees who receive them.
Genuine and Sincere
- You express genuine appreciation for the work of others.
- I give genuine and sincere recognition.
Fair
- You readily share credit and gives others opportunity for visibility.
- You give recognition and appreciation fairly.
- You use a formal rewards and recognition structure to provide fairness and standardized in the process.
- You implement performance bonuses in a fair manner.
- You are fair when making any monetary awards.
Formal and Informal Recognition
- I create effective formal reward programs such as employee-of-the-month and annual service awards.
- I use both formal and informal rewards to recognize employees.
- You implement formal and informal recognition practices within the department.
Systematic or Procedural
- I coordinate recognition activities at different levels and areas within the organization.
- You use a systematic approach to implementing recognition programs.
- You maintain appropriate documentation regarding award recipients.
Incentivizing
- You create clear links between recognition and HR driven incentive systems.
- You develop recognition events that reward and motivate others.
- You understand the power of recognition as a motivator of job performance.
- I view recognition as a powerful motivator.
- I ensure that the rewards are 'rewarding'.
Impactful
- You develop high impact recognition events and celebrations.
- I establish recognition as an important part of the organizational culture.
- I leverage the use of recognition to obtain maximum impact.
Visible
- You offer specific and public verbal encouragement to employees.
- I recognize employees through public announcements or progress boards in common areas.
- I exhibit recognition in the appropriate settings and environment.
- You ensure that the recognition program is highly visible to the employees.
Implementation of Programs
- I successfully implement the employee recognition program.
- You make sure there are adequate budget resources to support monetary rewards.
- You implement a peer recognition program.
- You implement a pilot program to test recognition initiatives before rolling them out to the general employee population.
- I understand the recognition program resource requirements.
Non-Monetary Rewards
- You empower employees to have more autonomy as recognition and reward for good job performance.
- You recognize employees by assign unique and interesting tasks as a reward.
- You award effective non-monetary reward such as time off, keepsakes, or other awards.
- You include employees in important communications/messages/teams as a form of recognition for doing good work.
Positive Reinforcement
- You use recognition and rewards to reinforce desired behaviors.
- You implement a reward and recognition system that reinforces good behaviors.
Spontaneous
- I use on-the-spot awards as well as financial incentives to encourage better performance from employees.
- You offer recognition on "spur-of-the-moment".
- I give spontaneous recognition in the proper context.
- You use Spot awards or Extra Effort awards to help motivate employees.
Is Supportive
- You facilitate and support the recognition programs within the department.
- You are an effective advocate for recognition programs in the department/organization.
- You create a supportive work environment through effective use of recognition and rewards.
For Employee Development
- I use recognition programs to help advance a specific training initiative.
- I use recognition to encourage creativity and innovative thinking.
- You integrate recognition programs into larger employee development initiatives.
- You use recognition to guide employees to better work standards.
A Tool for Leaders
- I use recognition as a strategic leadership tool.
- You view recognition of employees as an important part of being a manager.
Involves Others
- You are sincerely interested in the suggestions of co-workers.
- You allow the team to help decide on recognition rewards and incentives to be implemented.
Department or Organization
- I work to establish appropriate levels of recognition and respect within the department.
- You follow all HR policies and procedures when implementing bonuses or other compensation awards.
Assesses Recognition Programs
- You assess the capabilities of team leaders to recognize their employees.
- I measure improvements in performance from recognition programs.
- You measure the quality of recognition that team leaders give their team members.
Job Interview Questions
These questions will help you in the interview to identify candidates that are strong in "Employee Recognition" skills. These are people who appreciate the work of others and help to build morale and loyalty to the organization.