Recognition Frequency and Fairness Pulse Survey

A short pulse survey to measure whether employees feel recognized often enough, whether recognition feels fair across teams, and whether recognition is helping employees feel valued and intent to stay.

Recognition Experience

• I receive recognition for good work at the right frequency.
  5-point Likert scale: Strongly disagree, Disagree, Neither agree nor disagree, Agree, Strongly agree
• Recognition I receive feels meaningful and specific.
  5-point Likert scale: Strongly disagree, Disagree, Neither agree nor disagree, Agree, Strongly agree
• When I do strong work, it is noticed by my manager or team.
  5-point Likert scale: Strongly disagree, Disagree, Neither agree nor disagree, Agree, Strongly agree

Fairness and Value

• Recognition is distributed fairly across people on my team.
  5-point Likert scale: Strongly disagree, Disagree, Neither agree nor disagree, Agree, Strongly agree
• I feel valued for the work I contribute.
  5-point Likert scale: Strongly disagree, Disagree, Neither agree nor disagree, Agree, Strongly agree
• I have confidence that recognition is based on performance and impact, not favoritism.
  5-point Likert scale: Strongly disagree, Disagree, Neither agree nor disagree, Agree, Strongly agree
• How likely are you to stay with the organization for the next 12 months?
  0-10 intent to stay scale, where 0 = Not at all likely and 10 = Extremely likely

Open Feedback

• What is the primary reason for your score on recognition frequency and fairness?
  Open-ended follow-up to explain what is driving your response
• If you rated any item low, what would need to change for you to feel more recognized and fairly recognized?
  Capture specific actions that would improve recognition frequency or fairness
• Anything else you'd like to share about recognition, fairness, or feeling valued?
  Final open comment