50 Employee Recognition Survey Questions for 2025

Employee recognition is a cornerstone of engagement and retention in the workplace. Even with a recognition program in place, it’s crucial to regularly gather employee feedback to ensure those efforts are effective. 

Employee recognition surveys are the vehicle for collecting this feedback. They allow organizations to find out whether staff feel valued and appreciated, and provide insights to guide improvements in recognition programs. By asking the right questions and acting on the answers, companies can strengthen their culture of appreciation and keep employees motivated.

Below are key categories to include in an employee recognition survey, each with sample questions. By organizing your survey into clear sections, you ensure all crucial aspects of employee recognition are measured.

Recognition Frequency and Satisfaction Questions

This series of questions can be used to assess how often employees are recognized, along with their satisfaction with that frequency. It’s worth noting that regular recognition is linked to higher engagement and a stronger sense of belonging.

• How often do you receive acknowledgement for your work? (Frequency scale: e.g. Daily, Weekly, Monthly, Rarely/Never) – Measures if recognition is frequent enough.
  
  
• On a scale of 1 (Not at all) to 5 (Extremely), how satisfied are you with the frequency of recognition you receive? – Gauges satisfaction with how often they’re recognized.
  
  
• Do you feel you are recognized as soon as you accomplish something noteworthy? (Yes/No) – Checks if recognition is timely, which makes it more impactful.
  
  
• How important is receiving regular recognition to you personally? (Likert scale from Not Important to Highly Important) – Identifies the value an employee places on frequent recognition.
  
  
• Ideally, how often should good work be recognized in our organization? (Open-ended or multiple choice) – Reveals employee expectations for recognition frequency.

Quality and Impact of Recognition Questions

The goal here is to examine whether the recognition feels meaningful and how it affects motivation. Reason being–high-quality, specific praise can boost morale and performance.

• Do you feel the recognition you receive is meaningful and specific to your contributions? (Likert scale from Strongly Disagree to Strongly Agree) – Ensures that a simple “thanks” is perceived as sincere and tied to actual work.
  
  
• Does being recognized improve your motivation or productivity? (Likert scale or Yes/No) – Checks the impact of recognition on work drive and performance.
  
  
• Are you recognized for the effort you put in, even if the outcome isn’t a success? (Yes/No) – Determines if managers acknowledge hard work and not only big wins, reinforcing persistence.
  
  
• “The recognition I receive makes me feel valued and appreciated.” – How much do you agree with this statement? (Likert 1–5) – Directly measures if recognition efforts are fulfilling their core purpose of making employees feel valued.
  
  
• Can you recall a time when recognition at work really boosted your morale? Please describe. (Open-ended) – Collects qualitative examples of impactful recognition moments.

Questions About Fairness and Equity in Recognition

Use these questions to evaluate whether recognition is perceived as fair and unbiased, especially as it relates to diversity, equity, and inclusion.

• Do you believe recognition is given out fairly across all employees in our organization? (Likert from Very Unfair to Very Fair) – Assesses overall perception of fairness (no favoritism or bias) in who gets recognized.
  
  
• “Everyone has an equal chance to be recognized here, regardless of role or background.” – Do you agree? (Likert 1–5) – Checks if any group feels overlooked in recognition, supporting an inclusive culture.
  
  
• Have you ever felt overlooked for praise or recognition that you deserved? (Yes/No) – Identifies if employees have experienced perceived inequities in being appreciated.
  
  
• Do you see any patterns of bias in our recognition (e.g., certain departments or demographics get more attention)? (Yes/No) – Helps uncover unintended bias (for example, only customer-facing teams get kudos).
  
  
• What suggestions do you have to make our recognition practices more fair and equitable for everyone? (Open-ended) – Invites ideas to improve fairness and inclusivity in the program.

Questions to Evaluate Recognition by Managers and Peers

Managerial recognition is a top driver of feeling valued, and peer-to-peer appreciation fosters a supportive team culture. Use these questions to understand if and to what extent employees receive recognition from direct supervisors and coworkers. 

• Does your direct manager provide enough recognition for your work? (Likert from Never to Always) – Measures if managers are meeting expectations in praising their team members.
  
  
• When was the last time your manager acknowledged or thanked you for your contributions? (Multiple choice: Within the past week / past month / past 3 months / longer / never) – Checks the recency of managerial recognition (timely manager feedback sets a good example).
  
  
• Do you feel comfortable giving recognition to peers when they do good work? (Likert from Very Uncomfortable to Very Comfortable) – Assesses the ease of peer-to-peer recognition and whether the culture encourages it.
  
  
• How often do you recognize or praise your coworkers for their contributions? (Frequency: Weekly, Monthly, Rarely, etc.) – Evaluates how ingrained peer recognition is in daily interactions.
  
  
• “My team members regularly celebrate each other’s successes.” – Do you agree? (Likert 1–5) – Determines if a culture of mutual appreciation exists within teams.
  
  
• Have you ever received recognition from a colleague that was especially meaningful? (Yes/No; if yes, optionally describe) – Highlights the impact of peer recognition, which can sometimes resonate even more than manager praise.

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Recognition Questions During Onboarding or First 90 Days

Recognition early in an employee’s tenure can significantly impact their integration and retention. Up to 17% of new hires leave within their first 3 months, but a well-recognized new hire is far more likely to stay (recognition at 30 days can cut attrition risk by 89%​).

• I felt valued and appreciated during my first 90 days at the company. (Likert scale from Strongly Disagree to Strongly Agree) – Measures whether the onboarding experience included sufficient recognition and welcome.
  
  
• Did you receive any form of recognition from your manager or team in your early weeks (e.g. after training completion or first project)? (Yes/No) – Determines if new hires got timely positive feedback as they ramped up.
  
  
• Were important onboarding milestones (30/60/90-day points, training completion, first project delivery) acknowledged or celebrated? (Yes/No) – Checks if the company formally recognizes early achievements or tenure moments.
  
  
• What could we have done during your onboarding to help you feel more appreciated or supported? (Open-ended) – Gathers suggestions to improve the onboarding experience through recognition (e.g. first-day welcome shout-outs, assigned mentors giving kudos, etc.).

Questions to Recognize Remote and Hybrid Workers

Recognition should include everyone, no matter where or how they work, to maintain equity and engagement in distributed teams. Use these questions to ensure remote and hybrid employees feel as seen and valued as those on-site.

• “Remote and on-site employees at this company receive the same level of recognition for their work.” – Do you agree? (Likert 1–5) – Evaluates if there’s a perception gap in recognition between remote vs. in-office staff.
  
  
• If you work remotely or in a hybrid setup, do you feel included in informal recognition (quick praise, shout-outs) that happens in the team? (Yes/No) – Checks if remote staff feel isolated or left out when kudos are given during in-person moments.
  
  
• How easy is it for you to participate in the company’s recognition activities from your remote location? (Scale from Very Difficult to Very Easy) – Assesses whether tools and practices enable remote folks to give/receive recognition (e.g. via chat, video calls) without friction.
  
  
• What could we do to improve recognition for remote team members? (Open-ended) – Solicits ideas such as virtual praise ceremonies, better tools, or routines to ensure off-site employees feel equally appreciated.

Questions to Gauge Cultural Inclusivity in Recognition

An inclusive recognition program means everyone, regardless of background, feels seen and appreciated. Use these questions to gauge whether the recognition program is culturally sensitive and inclusive of a diverse workforce. 

• “Our recognition practices are inclusive of employees of all cultures, backgrounds, and identities.” – How true is this statement in your experience? (Likert 1–5) – Evaluates if anyone feels left out due to cultural or personal differences.
  
  
• Do you feel that any specific group (e.g. by gender, ethnicity, location, job type) is over or under-recognized in our company? (Yes/No; if yes, which group?) – Identifies perceived disparities in recognition across different employee demographics.
  
  
• Are there ways we could recognize holidays, achievements, or values from your culture or others’ cultures more effectively? (Open-ended) – Invites feedback on making recognition more culturally aware (for example, acknowledging cultural festivals or tailoring praise in culturally appropriate ways).
  
  
• Do managers demonstrate awareness of cultural differences in how employees prefer to be recognized (publicly vs. privately, etc.)? (Yes/No or Likert) – Checks if leadership is adapting recognition styles to respect individual preferences, which can vary culturally.

Alignment of Recognition with Company Values and Goals

When recognition is tied to what the organization cares about (like teamwork, innovation, customer service), it amplifies those behaviors. Assess whether recognition reinforces the company’s core values and objectives. 

• “Employees are recognized for exemplifying our company values.” – Do you agree with this? (Likert 1–5) – Determines if living the core values (e.g. integrity, innovation, inclusivity) leads to real acknowledgment.
  
  
• Have you noticed people being praised for contributions that directly support our mission or goals? (Yes/No) – Checks if there’s a link between what gets recognized and the strategic goals of the company (beyond routine tasks).
  
  
• Does our recognition program clearly tie into the company’s objectives (for instance, rewarding those who meet key performance targets or contribute to team goals)? (Likert scale) – Ensures the recognition system isn’t operating in a vacuum but aligned with performance metrics and success as an organization.
  
  
• In your opinion, how well does our recognition program reinforce the behaviors and results that matter most to our business? (Open-ended) – Gathers qualitative insights on whether the program is focusing on the “right” things according to employees.

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Recognition of Team vs. Individual Performance

Use these questions to explore the balance between celebrating team achievements and individual accomplishments. Both are important. A good program ensures collaborative team wins are recognized, not just personal feats.

• “Team achievements are given as much attention and praise as individual accomplishments.” – Would you say this is the case? (Likert 1–5) – Checks for any bias toward recognizing solo stars over collective efforts.
  
  
• Do you feel we appropriately recognize entire teams when they hit a goal or complete a project successfully? (Yes/No) – Directly asks if team-based recognition is happening enough.
  
  
• Which is emphasized more in our company’s praise and awards: team successes or individual successes? (Multiple choice: Mostly team-based / Mostly individual / Both equally) – Perception of emphasis, useful to see if balance is skewed.
  
  
• Have you personally been part of a team that was recognized as a group? (Yes/No; if yes, how did that recognition impact the team?) – Determines if employees have experienced team recognition and collects insight on its effect (e.g. boosted team morale, cohesion).

Questions to Assess Manager Training and Support for Recognition

Educating leaders on how to recognize well can vastly improve program outcomes. Accordingly, use these questions to determine if managers (and employees) have the training, tools, and encouragement to give effective recognition. 

• Do you think our managers have been adequately trained on how to provide meaningful recognition? (Likert from Not at all to Very well trained) – Assesses whether managers are equipped with the skills and understanding to recognize in motivating ways.
  
  
• Does senior leadership encourage managers to recognize their teams (for example, by highlighting it in meetings or providing tools)? (Yes/No) – Checks if a top-down message reinforces the importance of recognition, holding managers accountable to do it.
  
  
• Have you ever received any guidance or tips from the company on how you can recognize others effectively? (Yes/No) – Finds out if training isn’t just for managers but if employees are being encouraged/trained in peer recognition (e.g. via workshops, HR newsletters).
  
  
• Would you be interested in more training or resources on giving effective recognition? (Yes/No) – Measures appetite for programs (like seminars, lunch-and-learns, or tip sheets) to improve how people say “thank you” meaningfully.

Questions About the Recognition Program Itself

To ensure your program is effective and valued, it’s valuable to gather input on usability and whether it aligns with employee preferences. 

• Are you aware of all the channels or programs our company offers to recognize employees (e.g. shout-outs in meetings, points system, awards)? (Yes/No) – Checks communication: employees can’t use a program they don’t know about.
  
  
• How easy is it to use our employee recognition platform or process? (Scale from Very Difficult to Very Easy) – Assesses accessibility; a cumbersome system will discourage participation​.
  
  
• Do you feel the rewards (or tokens of appreciation) you receive are meaningful to you? (Likert 1–5) – Ensures the incentives tied to recognition (gift cards, time-off, etc.) are valued by employees.​
  
  
• What types of recognition or rewards would you most like to receive that aren’t currently offered? (Open-ended) – Uncovers gaps in the program’s offerings and aligns with employee preferences.​
  
  
• How likely are you to recommend our company’s recognition program to a colleague? (Scale of 0–10) – Serves as a “Net Promoter” style gauge of overall satisfaction with the recognition program.
  
  
• What improvements would you suggest for our current recognition program? (Open-ended) – Direct feedback to drive program enhancements based on employee ideas.

Benefits of Employee Recognition Surveys

Assessing if and how employees feel recognized can be challenging without direct input. Traditional metrics like engagement scores or turnover rates provide some clues, but they don’t tell the full story. 

An employee recognition survey lets you gather first-hand feedback on whether employees feel adequately appreciated. With regular surveys, you can identify gaps in recognition (e.g. groups that feel overlooked) and address issues before they affect morale or retention.

Also, recognition surveys encourage a continuous improvement mindset. They prompt leadership to continually refine how they celebrate wins, creating a positive feedback loop. Over time, this leads to a more positive work environment, higher productivity (because motivated employees perform better), and an overall culture of appreciation.

Best Practices for Conducting Recognition Surveys

To get the most value from an employee recognition survey, follow a few best practices. 

• Keep the survey concise and relevant. Ask clear questions focused on recognition frequency, quality, and impact. 

• Ensure responses are anonymous so employees feel safe giving honest feedback. 

• Run surveys regularly (for example, annually or quarterly) to track progress over time.

• Communicate and “Close the Loop.” Clearly explain to employees why you are doing the survey. Openly sharing the findings and next steps helps build trust​. 

• Share key findings and act on the feedback: let employees know what will change or improve as a result of their responses, so they see that their input makes a difference. A survey’s value comes from the follow up after all. 

Using PerformYard to Run Employee Recognition Surveys

PerformYard makes it easy to run employee recognition surveys from start to finish. It is a performance management platform that you can use to design custom survey questions, automate the survey distribution (with anonymous response collection), and analyze the results with built-in reporting tools. 

Using PerformYard for recognition surveys streamlines the process. HR can quickly gather feedback on recognition and then turn those insights into action within the same system used for performance reviews and feedback. 

This kind of software support can save time and ensure your employee recognition surveys lead to meaningful improvements in your workplace culture.

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