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Recognition in The Real World
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How to Write a Recognition Questionnaire and Recognize Employees the Way They Want

Posted By Ava Ewald, Thursday, February 13, 2020
Updated: Thursday, February 13, 2020

RPI developed their 7 RPI Best Practice Standards® based on expert knowledge, academic literature and a wealth of experience in growing and developing successful recognition programs. Standard 1 is Recognition Strategy and Standard 2 is management responsibility. These two standards are especially important to consider when developing your strategy for recognition. Below is how you can craft a recognition questionnaire to ensure that you are recognizing employees the way they prefer.

 

Scott Russell, Director of Engagement Strategies at C.A. Short Company and Executive Vice President of RPI discussed the importance of tailoring your recognition strategy to each employee in the Essential Recognition Leaders for webinar. He suggested that one great way to do this is through a recognition questionnaire.

 

What is an employee recognition questionnaire?

Texas A&M University published their recognition questionnaire and stated that their purpose for the form is to “assist supervisors and managers with their employee recognition efforts.” Essentially, the goal of the form is to gather your employees’ preferences on how they like to be recognized.

 

Why are they helpful?

Having your employees fill out a form with foods/drinks/activities they like and how they like to be recognized means that you gather that information quickly, as figuring out these preferences through conversation would take a significant amount of time. You can then keep this information on file and refer back to it whenever you need. These forms may also be a form of recognition on their own- allowing your employees to feel cared for and heard.

 

What to include:

1)      Important dates/anniversaries. Make sure that there are sections of the questionnaire for their work anniversary, marriage anniversary, birthday or any other important dates they want you to know about. Celebrate these days with them.

2)      What they enjoy being recognized for. Maybe one employee has a hard time participating in team projects and would like to be recognized for working with others. Every employee is proud of different aspects of their work. Make sure you celebrate with them when they accomplish something that challenges them.

3)      How they like to be recognized. Some employees love being recognized in front of the whole team, while other more introverted employees may not enjoy this as much. For rewards, some may value opportunities such as face time with a manager or paid time off. Make sure that you take the time to recognize each employee how they like being recognized to show that you care that much more.

4)      Favorites. This is the fun part. Make sure to collect employees’ favorite snack, candy, restaurant, flower, store, dessert, sports team, etc. Having this information on file for each employee will make recognizing them much more fun and personal.

5)      Allergies/restrictions. Bringing in a team lunch from a local barbecue place is not fun for the employee who does not eat meat. If you have the information available, you can make sure that a group reward is equally fun for everyone.

6)      Additional comments. Of course, leaving an empty space for additional comments allows employees to voice thoughts and ideas.

7)      Recognition log. Put in a log on the back of the document or keep it separately so you can keep track of who has been recognized and when.

 

Using your employees’ answers:

Once you have collected the questionnaires, take the time to look through them on your own or with your recognition team. Consider planning out when you will recognize certain employees and any supplies you will need for that event/employee. Come up with a short-list of restaurants that suit everyone that can be catered.

 

To learn more about RPI’s 7 Best Practices click here.

Check out our new resource hub here!

To gain access to Essential Recognition for Leaders with Scott Russell and Theresa Harkins, click here.

 

 

Tags:  employee recognition  engagement  RPI 7 Best Practices  survey 

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How to Write a Great Employee Engagement Survey

Posted By Ava Ewald, Thursday, February 13, 2020
Updated: Tuesday, February 18, 2020

RPI is at the forefront of employee engagement practices, developing the 7 RPI Best Practice Standards® based a wealth of knowledge collected from academics, industry leaders and conferences. These standards are designed to help grow your organization’s recognition program.

Standard 1 is Recognition Strategy and the second is management responsibility. Both are essential in growing engagement in your organization. Harvard Business Review suggests that surveys are one of the greatest ways to make your employees feel heard.

Built In, an online technology news platform recently published a comprehensive guide to creating an effective employee engagement survey. Here are some of the best takeaways:

 

1.      Identify a goal for your survey

Consider what you would like to see change as a result of your survey. Do you want to see more enthusiastic interactions with clients? Would you like to see more teamwork between employees? Make sure there is a clear direction to your survey.

·         Tailor your questions to fit your goal. Where you see areas that need growth, make sure they are addressed on the survey to get your employees’ take on those areas.

·         Keep track of these goals. Growth can not be achieved without measurement to inform change.

2.      Avoid yes/no questions

Simple yes/no questions do not fully explore a person’s opinion or feelings on the question at hand. It does not give room for explanation. For example, “are you happy at work?” could warrant a vast range of responses and opening up the question will give you more thoughtful responses and better insight.

·         Remember who, what, when, where, why and how. These question starters will help you get the responses you want.

·         Putting open-ended questions on your surveys gives your employees the space to articulate their opinions and feelings in a detailed and thoughtful way.

3.      Utilize Scaled Questions

Contrasting open-ended questions, scaled questions can be a great way to get quick results or mix up questions types within a larger survey.

·         These questions are often a 5- or 10-point scale, giving a range of 1- “very unsatisfied” to 10- “very satisfied,” for example.

·         Built In suggests that in general, answers on a 10-point scale ranging 8-10 are positive and 1-4 means improvement is needed.

4.      Analyze your results

A survey does not mean anything if you do not utilize the information you gathered to inform change. Once your survey is completed, take the time to sit down and carefully review the results.

·         Compare your results to industry standards. Decision Wise compiled the results of many engagement surveys so you can see how your results stack up against others. This article also has ideas for survey questions.

·         Create a plan to implement the ideas you received in the survey. When your employees see real change from their feedback, they will be encouraged when completing additional surveys in the future.

 

To learn more about RPI’s 7 Best Practices click here.

Check out our new resource hub here!

 

Tags:  employee engagement  recognition  RPI 7 Best Practices  survey 

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