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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-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.
• Seeks out new ways to show appreciation for team members.
• Shows appreciation for the employee by offering praise.
• Routinely recognizes employees to show appreciation for their work.
• Personally thanks employees for doing a good job.
• Expresses appreciation in informal settings.
• Acknowledges and appreciates the worth of employees.

Provides Recognition

• Finds opportunities to recognize others.
• Recognizes the abilities and skills of self and others
• Engages in employee recognition activities.
• Recognizes employees that participate on important teams.
• Offers recognition that is well deserved.
• Offers recognition to peers and colleagues.

Recognizes Achievements

• Recognizes individuals for a specific outstanding achievement.
• Reinforces and rewards employees for accomplishing necessary goals.
• Recognizes team members who offer a significant contribution to a project.
• Offers recognition that is proportional to the accomplishment.
• Offers recognition for big accomplishments.
• Publicly rewards employee achievements to encourage others to also excel.
• Recognizes the team at the end of long/difficult projects.
• Offers recognition that is contingent upon specific levels of achievement.
• Links recognition to the achievement of departmental objectives.
• Recognizes when the team excels on a project or reaches a major milestone.

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 that is contingent upon specific performance achievement.
• Able to recognize the best (top performing) employees.
• Knows when employees have worked hard and deserve recognition.
• Ensures that above average performance is followed up with recognition.
• Creates recognition programs that drive improvements in organizational performance.
• Knows which employees complete the most work.
• Is well aware of employee performance to know when recognition is needed/deserved.
• Offers recognition only when the employee has exceeded a certain performance level.
• Recognizes and rewards people based on their job performance.
• Recognizes good work/performance through personal observation.

Aligned

• Aligns rewards with professional development and individual aspirations.
• Creates an "Innovator of the Month" award to promote and recognize innovative activities by employees.
• Uses Eco-Friendly awards to incentivize employees to conserve natural resources.
• Creates a "Collaborator Champion" award to promote and recognize teamwork and collaborative efforts by employees.
• Creates awards that reflect specific company values.
• Encourages peers and colleagues to recognize each other when their work fits in with the company mission and core values.
• Develops recognition programs that are aligned with the organization's overall mission and core values.
• Creates awards that promote or recognize core values of the company.
• 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.
• Encourages peers to recognize each other in real-time.
• Ensures that recognition is timely and relevant.
• Incorporates recognition into regular meetings, such as weekly team check-ins or monthly town halls.
• Uses internal communication tools or recognition platforms to instantly acknowledge achievements.
• Recognizes employees immediately when they go above and beyond the expected level of performance.
• Celebrates work anniversaries, project completions, or personal growth achievements as they happen.

Frequency

• Provides year-end awards and recognition.
• Creates awards at specific intervals (monthly, quarterly, annually) during the year.
• Plans specific awards for different levels of service.
• Offers praise to employees at least once a month.
• Creates awards or recognition for specific service anniversary dates.
• Creates an employee-of-the-month award to recognize high performing employees.

Recognition Has Meaning

• Ensures that rewards and recognition have meaning for the employees receiving them.
• Offers recognition that is thoughtful and individualized, ensuring that the method and reward suit the person being acknowledged.
• Accompanies recognition with specific examples of how the employee's work made a difference for the department/organization.
• Offers recognition that reflects the employee's strengths, dedication, and values.
• Offers recognition that reflects the employee's personal values, aspirations, and contributions in a way that feels authentic.
• Highlights specific contributions, demonstrating to employees how their efforts support department goals and drive success.
• Links recognition to the employee's professional development and growth.
• Matches the reward to the person being recognized.
• Recognizes the unique strengths, efforts, and dedication of the employee.

Genuine and Sincere

• Fosters a culture of appreciation and sincere recognition.
• Gives genuine and sincere recognition.
• Is sincere and genuine in the recognition given to employees.
• Offers a one-on-one acknowledgement of the success of the employee.
• Expresses genuine appreciation for the work of others.
• Expresses genuine appreciation for the employee's work by mentioning the work that the employee has completed and how it has impacted the organization.
• Expresses recognition consistently and with true respect for an employee's role in the department.
• Offers sincere praise for the efforts of the team.

Fair

• Readily shares credit and gives others opportunity for visibility.
• Establishes clear, objective criteria for recognition that aligns with organizational goals and employee performance.
• Is mindful of diversity in contributions, recognizing not only visible successes but also behind-the-scenes work that supports the team.
• Is fair when making any monetary awards.
• Consistently applying standards across the team ensuring that recognition is equitable and meaningful to everyone.
• Uses a formal rewards and recognition structure to provide fairness and a standardized process.
• Is transparent in communication about recognition programs and awards.
• Acknowledges achievements based on measurable contributions rather than favoritism or personal bias.
• Implements performance bonuses in a fair manner.
• Gives recognition and appreciation fairly.
• Ensures that all employees feel valued, respected, and appreciated for their contributions.

Formal and Informal Recognition

• Creates effective formal reward programs such as employee-of-the-month or annual service awards.
• Implements formal and informal recognition practices within the department.
• Uses both formal and informal rewards to recognize employees.

Systematic or Procedural

• Maintains appropriate documentation regarding award recipients.
• Coordinates recognition activities at different levels and areas within the organization.
• Uses a systematic approach to implementing recognition programs.

Incentivizing

• Creates clear links between recognition and HR driven incentive systems.
• Ensures that the rewards are 'rewarding'.
• Develops recognition events that reward and motivate others.
• Views recognition as a powerful motivator.
• Understands the power of recognition as a motivator of job performance.

Impactful

• Develops high impact recognition events and celebrations.
• Leverages the use of recognition to obtain maximum impact.
• Establishes recognition as an important part of the organizational culture.

Visible

• Ensures that the recognition program is highly visible to the employees.
• Recognizes employees through public announcements or progress boards in common areas.
• Exhibits recognition in the appropriate settings and environment.
• Offers specific and public verbal encouragement to employees.

Implementation of Programs

• Understands the recognition program resource requirements.
• Implements a pilot program to test recognition initiatives before rolling them out to the general employee population.
• Makes sure there are adequate budget resources to support monetary rewards.
• Implements a peer recognition program.
• Successfully implements the employee recognition program.

Non-Monetary Rewards

• Empowers employees to have more autonomy as recognition and reward for good job performance.
• Includes employees in important communications/messages/teams as a form of recognition for doing good work.
• Recognizes employees by assigning unique and interesting tasks as a reward.
• Awards effective non-monetary rewards such as time off, keepsakes, or other awards.

Positive Reinforcement

• Uses recognition and rewards to reinforce desired behaviors.
• Implements a reward and recognition system that reinforces good behaviors.

Spontaneous

• Uses Spot awards or Extra Effort awards to help motivate employees.
• 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".

Is Supportive

• Facilitates and supports the recognition programs within the department.
• Is an effective advocate for recognition programs in the department/organization.
• Creates a supportive work environment through effective use of recognition and rewards.

For Employee Development

• Uses recognition to guide employees to better work standards.
• Uses recognition programs to help advance a specific training initiative.
• Integrates recognition programs into larger employee development initiatives.
• Uses recognition to encourage creativity and innovative thinking.

A Tool for Leaders

• Views recognition of employees as an important part of being a manager.
• Uses recognition as a strategic leadership tool.

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 the quality of recognition that team leaders give their team members.
• Assesses the capabilities of team leaders to recognize their employees.
• Measures improvements in performance from recognition programs.

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.



Appreciative

• The project leader says "thank you" to show appreciation for work of others.
• My manager acknowledges and appreciates the worth of employees.
• My supervisor seeks out new ways to show appreciation for team members.
• Our manager expresses appreciation in informal settings.
• My manager recognizes employees to show appreciation for their work.
• Supervisors make people around them feel appreciated and valued.
• The project lead thanks employees for doing a good job.
• My team leader shows appreciation for the employee by offering praise.

Provides Recognition

• My department engages in employee recognition activities.
• My manager offers recognition that is well deserved.
• My team leader offers recognition to peers and colleagues.
• The project manager recognizes employees that participate on important teams.
• My team leader finds opportunities to recognize others.
• My supervisor recognizes the abilities and skills of self and others

Recognizes Achievements

• My manager offers recognition that is contingent upon specific levels of achievement.
• My department links recognition to the achievement of departmental objectives.
• The team leader recognizes when the team excels on a project or reaches a major milestone.
• My manager reinforces and rewards employees for accomplishing necessary goals.
• The project leader recognizes team members who offer a significant contribution to a project.
• My team leader recognizes the team at the end of long/difficult projects.
• Our department rewards employee achievements to encourage others to also excel.
• The supervisor offers recognition that is proportional to the accomplishment.
• Our department recognizes individuals for a specific outstanding achievement.
• The supervisor offers recognition for big accomplishments.

Recognizes Performance

• The project lead is able to recognize the best (top performing) employees.
• My manager lets employees know when they have done well
• My manager aware of performance of employees to know when and where recognition may be warranted.
• The supervisor ensures that above average performance is followed up with recognition.
• My supervisor compliments other people when they do good work
• The project manager knows which employees complete the most work.
• The project leader recognizes good work/performance through personal observation.
• Leadership creates recognition programs that drive improvements in organizational performance.
• Supervisors offer recognition only when the employee has exceeded a certain performance level.
• My team leader offers recognition that is contingent upon specific performance achievement.
• The team leader recognizes and rewards people based on their job performance.
• The department head knows when employees have worked hard and deserve recognition.
• Our department is well aware of employee performance to know when recognition is needed/deserved.

Aligned

• My manager uses eco-friendly awards to incentivize employees to conserve natural resources.
• Our department creates awards that promote or recognize core values of the company.
• My department creates awards that reflect specific company values.
• The department head gives recognition that reflects the values of the department/organization.
• My manager creates a "collaborator champion" award to promote and recognize teamwork and collaborative efforts by employees.
• Managers develop recognition programs that are aligned with the organization's overall mission and core values.
• My supervisor aligns rewards with professional development and individual aspirations.
• Our department creates an "innovator of the month" award to promote and recognize innovative activities by employees.
• I encourage peer and colleagues to recognize each other when their work fits in with the company mission and core values.

Timely

• Our department offers recognition in a timely manner.
• The supervisor encourages peers to recognize each other in real-time.
• Our department incorporates recognition into regular meetings, such as weekly team check-ins or monthly town halls.
• My supervisor celebrates work anniversaries, project completions, or personal growth achievements as they happen.
• My manager recognizes employees immediately when they go above and beyond the expected level of performance.
• My manager ensures that recognition is timely and relevant.
• Our team uses internal communication tools or recognition platforms to instantly acknowledge achievements.
• My division gives recognition immediately after employees achieve certain levels of performance.

Frequency

• Our department creates awards at specific intervals (monthly, quarterly, annually) during the year.
• The company provides year-end awards and recognition.
• Leaders offer praise to employees at least once a month.
• My department creates awards or recognition for specific service anniversary dates.
• My division plans specific awards for different levels of service.
• The supervisor creates an employee-of-the-month award to recognize high performing employees.

Recognition Has Meaning

• Our department offers recognition that is thoughtful and individualized, ensuring that the method and reward suit the person being acknowledged.
• The project leader offers recognition that reflects the employee's personal values, aspirations, and contributions in a way that feels authentic.
• My manager accompanies recognition with specific examples of how the employee's work made a difference for the department/organization.
• My department offers recognition that reflects the employee's strengths, dedication, and values.
• My supervisor matches the reward to the person being recognized.
• Leaders link recognition to the employee's professional development and growth.
• The supervisor highlights specific contributions, demonstrating to employees how their efforts support department goals and drive success.
• Our manager ensures that rewards and recognition have meaning for the employees receiving them.
• Managers recognize the unique strengths, efforts, and dedication of the employee.

Genuine and Sincere

• My manager is sincere and genuine in the recognition given to employees.
• The project manager gives genuine and sincere recognition.
• My department leader expresses recognition consistently and with true respect for an employee's role in the department.
• My manager expresses genuine appreciation for the work of others.
• The supervisor expresses genuine appreciation for the employee's work by mentioning the work that the employee has completed and how it has impacted the organization.
• Managers offer sincere praise for the efforts of the team.
• Supervisors offer a one-on-one acknowledgement of the success of the employee.
• Our department fosters a culture of appreciation and sincere recognition.

Fair

• The project manager establishes clear, objective criteria for recognition that aligns with organizational goals and employee performance.
• The company ensures that all employees feel valued, respected, and appreciated for their contributions.
• Our team is fair when making any monetary awards.
• My manager gives recognition and appreciation fairly.
• The supervisor is transparent in communication about recognition programs and awards.
• My area applies standards across the team ensuring that recognition is equitable and meaningful to everyone.
• Managers are mindful of diversity in contributions, recognizing not only visible successes but also behind-the-scenes work that supports the team.
• Our department uses a formal rewards and recognition structure to provide fairness and a standardized process.
• The manager readily shares credit and gives others opportunity for visibility.
• My supervisor implements performance bonuses in a fair manner.
• My supervisor acknowledges achievements based on measurable contributions rather than favoritism or personal bias.

Formal and Informal Recognition

• The team leader creates effective formal reward programs such as employee-of-the-month or annual service awards.
• Our department implements formal and informal recognition practices.
• The company uses both formal and informal rewards to recognize employees.

Systematic or Procedural

• Leaders coordinate recognition activities at different level and areas within the organization.
• Our department maintains appropriate documentation regarding award recipients.
• The supervisor uses a systematic approach to implementing recognition programs.

Incentivizing

• My manager develops recognition events that reward and motivate others.
• The supervisor creates clear links between recognition and HR driven incentive systems.
• The team leader understands the power of recognition as a motivator of job performance.
• Our manager views recognition as a powerful motivator.
• My department ensures that the rewards are 'rewarding'.

Impactful

• Our department leverages the use of recognition to obtain maximum impact.
• The company establishes recognition as an important part of the organizational culture.
• Senior Leadership develops high impact recognition events and celebrations.

Visible

• Our team exhibits recognition in the appropriate settings and environment.
• Supervisors recognize employees through public announcements or progress boards in common areas.
• My team leader offers specific and public verbal encouragement to employees.
• My manager ensures that the recognition program is highly visible to the employees.

Implementation of Programs

• Team members understand the recognition program resource requirements.
• My department implements a pilot program to test recognition initiatives before rolling them out to the general employee population.
• Our department makes sure there are adequate budget resources to support monetary rewards.
• My division implements a peer recognition program.
• Supervisors implement the employee recognition program.

Non-Monetary Rewards

• Our department awards effective non-monetary rewards such as time off, keepsakes, or other awards.
• The company empowers employees to have more autonomy as recognition and reward for good job performance.
• My manager recognizes employees by assigning unique and interesting tasks as a reward.
• The project manager includes employees in important communications/messages/teams as a form of recognition for doing good work.

Positive Reinforcement

• The project manager uses recognition and rewards to reinforce desired behaviors.
• The company implements a reward and recognition system that reinforces good behaviors.

Spontaneous

• The supervisor gives spontaneous recognition in the proper context.
• The company uses on-the-spot awards as well as financial incentives to encourage better performance from employees.
• My manager offers recognition on "spur-of-the-moment".
• My department uses spot awards or extra effort awards to help motivate employees.

Is Supportive

• My division creates a supportive work environment through effective use of recognition and rewards.
• The team leader is an effective advocate for recognition programs in the department/organization.
• My supervisor facilitates and supports the recognition programs within the department.

For Employee Development

• My manager integrates recognition programs into larger employee development initiatives.
• Our department uses recognition to guide employees to better work standards.
• Our manager uses recognition programs to help advance a specific training initiative.
• The company uses recognition to encourage creativity and innovative thinking.

A Tool for Leaders

• Senior executives view recognition of employees as an important part of being a manager.
• Our department uses recognition as a strategic leadership tool.

Involves Others

• The supervisor is sincerely interested in my suggestions and the suggestions of my co-workers.
• My manager allows the team to help decide on recognition rewards and incentives to be implemented.

Department or Organization

• My department follows all HR policies and procedures when implementing bonuses or other compensation awards.
• My supervisor works to establish appropriate levels of recognition and respect within the department.

Assesses Recognition Programs

• My manager assesses the capabilities of team leaders to recognize their employees.
• Senior executives measure the quality of recognition that team leaders give their team members.
• My manager measures improvements in performance from recognition programs.

Self-Assessment Items

Appreciative

• You say "thank you" to show appreciation for work of others.
• You make people around them feel appreciated and valued.
• I seek out new ways to show appreciation for team members.
• I express appreciation in informal settings.
• I show appreciation for the employee by offer praise.
• You personally thank employees for doing a good job.
• I routinely recognize employees to show appreciation for their work.
• You acknowledge and appreciate the worth of employees.

Provides Recognition

• You recognize the abilities and skills of self and others
• You find opportunities to recognize others.
• You offer recognition that is well deserved.
• You engage in employee recognition activities.
• I recognize employees that participate on important teams.
• You offer recognition to peer and colleagues.

Recognizes Achievements

• You recognize individuals for a specific outstanding achievement.
• You recognize team members who offer a significant contribution to a project.
• You reinforce and reward employees for accomplishing necessary goals.
• I link recognition to the achievement of departmental objectives.
• You publicly reward employee achievements to encourage others to also excel.
• I recognize when the team excels on a project or reaches a major milestone.
• You offer recognition that is proportional to the accomplishment.
• I offer recognition that is contingent upon specific levels of achievement.
• You recognize the team at the end of long/difficult projects.
• I offer recognition for big accomplishments.

Recognizes Performance

• You compliment other people when they do good work
• You let employees know when they have done well
• You are well aware of employee performance to know when recognition is needed/deserved.
• I offer recognition only when the employee have exceeded a certain performance level.
• I create recognition programs that drive improvements in organizational performance.
• I am able to recognize the best (top performing) employees.
• I recognize good work/performance through personal observation.
• I know when employees have worked hard and deserve recognition.
• I offer recognition that is contingent upon specific performance achievement.
• You know which employees complete the most work.
• I recognize and reward people base on their job performance.
• I am keenly aware of performance of employees to know when and where recognition may be warranted.
• I ensure that above average performance is followed up with recognition.

Aligned

• I use Eco-Friendly awards to incentivize employees to conserve natural resources.
• I encourage peers and colleagues to recognize each other when their work fit in with the company mission and core values.
• You give recognition that reflect the values of the department/organization.
• I create awards that promote or recognize core values of the company.
• You develop recognition programs that are align with the organization's overall mission and core values.
• I align rewards with professional development and individual aspirations.
• I create awards that reflect specific company values.
• You create a "Collaborator Champion" award to promote and recognize teamwork and collaborative efforts by employees.
• I create an "Innovator of the Month" award to promote and recognize innovative activities by employees.

Timely

• You offer recognition in a timely manner.
• You use internal communication tools or recognition platforms to instantly acknowledge achievements.
• You incorporate recognition into regular meetings, such as weekly team check-ins or monthly town halls.
• You ensure that recognition is timely and relevant.
• I give recognition immediately after employees achieve certain levels of performance.
• I celebrate work anniversaries, project completions, or personal growth achievements as they happen.
• I encourage peers to recognize each other in real-time.
• You recognize employees immediately when they go above and beyond the expected level of performance.

Frequency

• You create awards or recognition for specific service anniversary dates.
• You provide year-end awards and recognition.
• You offer praise to employees at least once a month.
• You create awards at specific intervals (monthly, quarterly, annually) during the year.
• I plan specific awards for different levels of service.
• You create an employee-of-the-month award to recognize high performing employees.

Recognition Has Meaning

• You match the reward to the person being recognized.
• I offer recognition that is thoughtful and individualized, ensuring that the method and reward suit the person being acknowledged.
• You offer recognition that reflect the employee's personal values, aspirations, and contributions in a way that feel authentic.
• I highlight specific contributions, demonstrating to employees how their efforts support department goals and drive success.
• I recognize the unique strengths, efforts, and dedication of the employee.
• I accompany recognition with specific examples of how the employee's work makes a difference for the department/organization.
• You offer recognition that reflects the employee's strengths, dedication, and values.
• You ensure that rewards and recognition have meaning for the employees who receive them.
• You link recognition to the employee's professional development and growth.

Genuine and Sincere

• I offer sincere praise for the efforts of the team.
• You express genuine appreciation for the work of others.
• You are sincere and genuine in the recognition given to employees.
• I foster a culture of appreciation and sincere recognition.
• I give genuine and sincere recognition.
• I express recognition consistently and with true respect for the employee's role in the department.
• You express genuine appreciation for the employee's work by mentioning the work that the employee has completed and how it has impacted the organization.
• I offer a one-on-one acknowledgement of the success of the employee.

Fair

• You readily share credit and gives others opportunity for visibility.
• I acknowledge achievements base on measurable contributions rather than favoritism or personal bias.
• You are fair when making any monetary awards.
• I consistently apply standards across the team ensuring that recognition is equitable and meaningful to everyone.
• You give recognition and appreciation fairly.
• You implement performance bonuses in a fair manner.
• You are mindful of diversity in contributions, recognizing not only visible successes but also behind-the-scenes work that supports the team.
• You establish clear, objective criteria for recognition that aligns with organizational goals and employee performance.
• I am transparent in communication about recognition programs and awards.
• You use a formal rewards and recognition structure to provide fairness and standardized in the process.
• You ensure that all employees feel valued, respected, and appreciated for their contributions.

Formal and Informal Recognition

• I use both formal and informal rewards to recognize employees.
• You implement formal and informal recognition practices within the department.
• I create effective formal reward programs such as employee-of-the-month and annual service awards.

Systematic or Procedural

• You use a systematic approach to implementing recognition programs.
• You maintain appropriate documentation regarding award recipients.
• I coordinate recognition activities at different levels and areas within the organization.

Incentivizing

• You develop recognition events that reward and motivate others.
• I ensure that the rewards are 'rewarding'.
• You understand the power of recognition as a motivator of job performance.
• I view recognition as a powerful motivator.
• You create clear links between recognition and HR driven incentive systems.

Impactful

• I leverage the use of recognition to obtain maximum impact.
• You develop high impact recognition events and celebrations.
• I establish recognition as an important part of the organizational culture.

Visible

• I exhibit recognition in the appropriate settings and environment.
• I recognize employees through public announcements or progress boards in common areas.
• You ensure that the recognition program is highly visible to the employees.
• You offer specific and public verbal encouragement to employees.

Implementation of Programs

• You implement a peer recognition program.
• You make sure there are adequate budget resources to support monetary rewards.
• I successfully implement the employee 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 award effective non-monetary reward such as time off, keepsakes, or other awards.
• You recognize employees by assign unique and interesting tasks as a reward.
• You empower employees to have more autonomy as recognition and reward for good job performance.
• You include employees in important communications/messages/teams as a form of recognition for doing good work.

Positive Reinforcement

• You implement a reward and recognition system that reinforces good behaviors.
• You use recognition and rewards to reinforce desired behaviors.

Spontaneous

• You offer recognition on "spur-of-the-moment".
• You use Spot awards or Extra Effort awards to help motivate employees.
• I use on-the-spot awards as well as financial incentives to encourage better performance from employees.
• I give spontaneous recognition in the proper context.

Is Supportive

• You facilitate and support the recognition programs within the department.
• You create a supportive work environment through effective use of recognition and rewards.
• You are an effective advocate for recognition programs in the department/organization.

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

• You follow all HR policies and procedures when implementing bonuses or other compensation awards.
• I work to establish appropriate levels of recognition and respect within the department.

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.

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