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Employee Recognition Program Effectiveness Survey

Measures how often employees are recognized, how fair and meaningful that recognition feels, and whether it comes more from managers or peers. An AI follow-up digs into a specific recent recognition moment to surface what actually made it land — or fall flat — beyond the survey ratings.

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Sample questions

A preview of what’s in the template. Every question is editable before you launch.

14 questions · ~7 min
Q01
Message

Thanks for taking a few minutes to share how recognition feels on your team. Your honest answers help us make it fairer and more meaningful. About 6 minutes.

Q02
Multiple ChoiceRequired

In the last 3 months, how often have you received recognition (formal or informal) for your work?

  • Never
  • Once
  • A few times (2-3)
  • Regularly (about monthly)
  • Frequently (weekly or more)
Q03
Opinion ScaleRequired

How fairly do you feel recognition is distributed across your team, regardless of role or tenure?

Scale: 1 – 7
Min:Not fair at allMax:Extremely fair
Q04
MatrixRequired

Thinking about recognition at our company, how much do you agree with each statement?

5 rows × 5 columns
  • The recognition I receive feels genuine and specific to what I did
  • Recognition happens close in time to the achievement, not weeks later
  • People at all levels get recognized, not just top performers
  • Recognition reflects our stated company values
  • I trust the criteria used to decide who gets recognized
Columns: Strongly disagree · Disagree · Neutral · Agree · Strongly agree
Q05
Multiple ChoiceRequired

Who most often recognizes your contributions?

  • My direct manager
  • A peer or teammate
  • Someone outside my team
  • Senior leadership/executives
  • I don't recall being recognized
Q06
Rating Scale

Think of the most recent time you were recognized. How meaningful did it feel to you personally?

Range: 1 – 5
Min:Not meaningful at allMax:Extremely meaningful
Q07
Point AllocationRequired

Ideally, how should recognition for your work be distributed across these sources? Allocate 100 points total across all that apply.

  • Direct manager
  • Peers/teammates
  • Senior leadership
  • Cross-functional colleagues
  • Customers/clients
Allocate 100 points
Q08
Best–Worst Trade-off (MaxDiff)Required

Which of these changes would make our recognition program most meaningful to you?

  • More frequent recognition
  • More specific, detailed recognition messages
  • Tangible rewards (gift cards, bonuses) tied to recognition
  • Public visibility (team channel, all-hands shoutouts)
  • Better peer-to-peer recognition tools
  • Recognition tied more clearly to company values
  • Manager training on how to recognize effectively
Pick best & worst per setBest:Most impactfulWorst:Least impactful
Q09
AI Interview

Probe the reasoning behind the respondent's fairness rating: ask for a specific, recent example of recognition that felt fair or unfair, who gave it, and why. If they distinguished manager vs. peer recognition, explore which felt more genuine and what made it so. If they said no one recognizes their work, dig into what contribution should have been recognized and what got in the way.

Q10
Opinion ScaleRequired

How likely are you to tell a colleague that our recognition program makes people feel valued?

Scale: 0 – 10
Min:Not at all likelyMax:Extremely likely
Q11
Multiple Choice

Which department are you part of?

  • Engineering/Product
  • Sales
  • Marketing
  • Customer Support/Success
  • Operations
  • Finance/HR/Admin
  • Prefer not to say
Q12
Multiple Choice

How long have you been with the company?

  • Less than 6 months
  • 6 months to 1 year
  • 1-3 years
  • 3-5 years
  • 5+ years
  • Prefer not to say
Q13
Multiple Choice

Which best describes your role?

  • Individual contributor
  • People manager
  • Senior leader/executive
  • Prefer not to say
Q14
Message

That's everything — thank you! Your answers will be combined with others to identify where recognition feels fair and meaningful, and where the program needs work.

What’s included

  • AI follow-ups

    Adaptive probes on open-ended answers that pull out detail a static form would miss.

  • Attention checks

    Built-in safeguards against rushed answers and low-quality respondents.

  • AI-drafted copy

    Wording, ordering, and branching written by the AI — tuned to your research goal.

  • Auto report

    Themes, quotes, and a plain-English summary write themselves once responses come in.

How it compares

We reviewed the closest templates from other survey tools. Here’s what they do well — and where this template goes further.

Why this template

  • Includes an AI follow-up interview follow-up that probes the reasoning behind each respondent's fairness rating, asking for a specific recent example instead of stopping at a number
  • Uses a point-allocation question to capture how employees think recognition *should* be split across manager/peer/company sources, not just how it currently is
  • Combines a best-worst trade-off prioritization question with matrix and rating-scale items to triangulate what respondents value most, not just how they feel overall
  • Automated per-response quality scoring and an auto-generated report mean open-ended recognition stories get synthesized, not just tallied

SurveyMonkey

Employee Recognition Survey Template & Questions

A ready-to-field static template covering recognition frequency and satisfaction, backed by SurveyMonkey's established survey infrastructure and benchmarking. It relies on fixed question sets and closed-ended scales, so any 'why' behind a low fairness or meaningfulness score has to be inferred rather than asked directly. Good for quick deployment, less suited to uncovering the specific moment that made recognition land or fall flat.

What it does well

  • Fielding-ready template with established survey distribution and reporting tools
  • Likely benefits from SurveyMonkey's broader question bank and benchmarking data
  • Simple setup for teams that just want standard recognition metrics

Where it falls short

  • Static question set with no adaptive follow-up to probe individual responses further
  • No mechanism to surface a specific recognition anecdote behind a rating
  • No published methodology on how questions were validated or scored

Typeform

Employee Recognition Survey Template

A conversational-style static template that likely covers recognition frequency, sources, and sentiment in Typeform's signature one-question-at-a-time format. It's fielding-ready and pleasant to take, but like other static builders it cannot ask a dynamic follow-up when a respondent gives an interesting or concerning answer. Reporting is templated rather than synthesized from open-ended detail.

What it does well

  • Fielding-ready template with a polished, high-completion-rate interface
  • Conversational one-question format tends to feel less like a formal survey
  • Easy to customize branding and question wording within Typeform's builder

Where it falls short

  • No adaptive AI follow-up to dig into a specific recognition moment behind a score
  • No voice interview option or guided task/screen-share capability
  • No automated per-response quality scoring or transparent prompt methodology

Ready to launch?

Open this template in the editor. Every part is yours to change before the first respondent sees it.

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