• Employee Opinion Survey
  • Employee Opinion
  • Demos
  • Dimensions
  • Item Bank
  • Create your own
• 360-Feedback
  • About 360 Feedback
  • Example Surveys
  • Item Bank
  • Create your own
  • Systems Overview
  • Competency Model
  • Foreign Languages
  • Quick Questionnaire
  • AI Tool
• Performance Management
  • Performance Appraisals
  • Competency Model
  • Administrative Screens
  • Sample Email Notices
  • Examples
• Training Needs Analysis
  • About Training Needs
  • Sample Questionnaires
  • Sample Results 1
  • Sample Results 2
  • Sample Results 3
• Job Interview
  • Interview Questions
• Client Login
  • Client Login

Recognition Skills Comments

• I say "thank you" to show appreciation for work of others.
• I made people around them feel appreciated and valued.
• I personally thanked employees for doing a good job.
• I routinely recognized employees to show appreciation for their work.
• I showed appreciation for the employee by offering praise.
• I acknowledged and appreciated the worth of employees.
• I expressed appreciation in informal settings.
• I sought new ways to show appreciation for team members.

• I found opportunities to recognize others.
• I recognized the abilities and skills of self and others
• I engaged in employee recognition activities.
• I offered recognition that was well deserved.
• I offered recognition to peers and colleagues.
• I recognized employees that participated on important teams.

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

• I complimented other people when they do good work
• I let employees know when they have done well
• I offered recognition only when the employee had exceeded a certain performance level.
• I was keenly aware of performance of employees to know when and where recognition was be warranted.
• I knew when employees had worked hard and deserved recognition.
• I knew which employees completed the most work.
• I was well aware of employee performance to know when recognition was needed/deserved.
• I was able to recognize the best (top performing) employees.
• I offered recognition that was contingent upon specific performance achievement.
• I recognized good work/performance through personal observation.
• I created recognition programs that drove improvements in organizational performance.
• I ensured that above average performance was followed up with recognition.
• I recognized and rewarded people based on their job performance.

• I created an "Innovator of the Month" award to promote and recognize innovative activities by employees.
• I created a "Collaborator Champion" award to promote and recognize teamwork and collaborative efforts by employees.
• I gave recognition that reflected the values of the department/organization.
• I created awards that reflected specific company values.
• I created awards that promoted or recognized core values of the company.
• I used 'Eco-Friendly' awards to incentivize employees to conserve natural resources.
• I encouraged peers and colleagues to recognize each other when their work fit in with the company mission and core values.
• I aligned rewards with professional development and individual aspirations.
• I developed recognition programs that were aligned with the organization's overall mission and core values.

• I offered recognition in a timely manner.
• I ensured that recognition was timely and relevant.
• I incorporated recognition into regular meetings, such as weekly team check-ins or monthly town halls.
• I gave recognition immediately after employees achieved certain levels of performance.
• I used internal communication tools or recognition platforms to instantly acknowledge achievements.
• I recognized employees immediately when they went above and beyond the expected level of performance.
• I celebrated work anniversaries, project completions, or personal growth achievements as they happened.
• I encouraged peers to recognize each other in real-time.

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

• I highlighted specific contributions, demonstrating to employees how their efforts supported department goals and drive success.
• I accompanied recognition with specific examples of how the employee's worked made a difference for the department/organization.
• I offered recognition that was thoughtful and individualized, ensuring that the method and reward suit the person being acknowledged.
• I matched the reward to the person being recognized.
• I linked recognition to the employee's professional development and growth.
• I offered recognition that reflected the employee's strengths, dedication, and values.
• I recognized the unique strengths, efforts, and dedication of the employee.
• I offered recognition that reflected the employee's personal values, aspirations, and contributions in a way that felt authentic.
• I ensured that rewards and recognition had meaning for the employees that received them.

• I expressed genuine appreciation for the work of others.
• I expressed genuine appreciation for the employee's work by mentioning the work that the they had completed and how it had impacted the organization.
• I gave genuine and sincere recognition.
• I offered a one-on-one acknowledgement of the success of the employee.
• I expressed recognition consistently and with true respect for the employee's role in the department.
• I offered sincere praise for the efforts of the team.
• I was sincere and genuine in the recognition given to employees.
• I fostered a culture of appreciation and sincere recognition.

• I readily shared credit and gives others opportunity for visibility.
• I acknowledged achievements based on measurable contributions rather than favoritism or personal bias.
• I consistently applied standards across the team ensuring that recognition was equitable and meaningful to everyone.
• I was transparent in communication about recognition programs and awards.
• I was mindful of diversity in contributions, recognizing not only visible successes but also behind-the-scenes worked that supports the team.
• I implemented performance bonuses in a fair manner.
• I ensured that all employees felt valued, respected, and appreciated for their contributions.
• I was fair when making any monetary awards.
• I used a formal rewards and recognition structure to provide fairness and standardized in the process.
• I established clear, objective criteria for recognition that aligned with organizational goals and employee performance.
• I gave recognition and appreciation fairly.

• I created effective formal reward programs such as employee-of-the-month and annual serviced awards.
• I used both formal and informal rewards to recognize employees.
• I implemented formal and informal recognition practices within the department.

• I maintained appropriate documentation regarding award recipients.
• I coordinated recognition activities at different levels and areas within the organization.
• I used a systematic approach to implementing recognition programs.

• I ensured that the rewards were 'rewarding'.
• I understood the power of recognition as a motivator of job performance.
• I developed recognition events that rewarded and motivated others.
• I created clear links between recognition and HR driven incentive systems.
• I viewed recognition as a powerful motivator.

• I developed high impact recognition events and celebrations.
• I leveraged the use of recognition to obtain maximum impact.
• I established recognition as an important part of the organizational culture.

• I offered specific and public verbal encouragement to employees.
• I ensured that the recognition program was highly visible to the employees.
• I recognized employees through public announcements or progress boards in common areas.
• I exhibited recognition in the appropriate settings and environment.

• I implemented a pilot program to test recognition initiatives before rolling them out to the general employee population.
• I implemented a peer recognition program.
• I successfully implemented the employee recognition program.
• I understood the recognition program resource requirements.
• I made sure there were adequate budget resources to support monetary rewards.

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

• I implemented a reward and recognition system that reinforced good behaviors.
• I used recognition and rewards to reinforce desired behaviors.

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

• I was an effective advocate for recognition programs in the department/organization.
• I facilitated and supported the recognition programs within the department.
• I created a supportive work environment through effective use of recognition and rewards.

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

• I viewed recognition of employees as an important part of being a manager.
• I used recognition as a strategic leadership tool.

• I am sincerely interested in the suggestions of co-workers.
• I allowed the team to help decide on recognition rewards and incentives to be implemented.

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

• I measured improvements in performance from recognition programs.
• I assessed the capabilities of team leaders to recognize their employees.
• I measured the quality of recognition that team leaders gave their team members.