20 Pertanyaan Survei Pengakuan Karyawan untuk Memberdayakan Karyawan Anda di Tahun 2025

Pengakuan karyawan adalah aspek penting dari setiap organisasi yang ingin menumbuhkan budaya kerja yang positif dan mempertahankan karyawan yang berkinerja terbaik. Ketika karyawan merasa dihargai dan dihormati, mereka cenderung lebih terlibat, produktif, dan berkomitmen terhadap pekerjaan mereka.

Melakukan survei pengakuan karyawan adalah cara yang efektif untuk mengumpulkan umpan balik dari karyawan mengenai efektivitas program dan inisiatif pengakuan dalam organisasi.

Dengan menyertakan pertanyaan-pertanyaan berikut ini dalam survei pengakuan karyawan Anda, para pekerja Anda akan dapat memberikan umpan balik dan ide-ide yang berguna untuk meningkatkan pengalaman karyawan mereka. Anda dapat menggunakan jawaban dari pertanyaan-pertanyaan ini untuk mengidentifikasi area masalah dan mengembangkan solusi yang optimal bagi staf Anda.

Apa yang dimaksud dengan survei pengakuan karyawan?

An employee recognition survey is a structured feedback tool used by organizations to assess how valued and appreciated employees feel at work. It helps measure the effectiveness of existing recognition programs, identify gaps in appreciation efforts, and gather insights on how employees prefer to be recognized.

These surveys typically cover areas such as frequency of recognition, fairness in appreciation, manager and peer recognition, and alignment with company values. By analyzing responses, HR teams can refine recognition strategies, implement meaningful rewards, and foster a culture where employees feel genuinely appreciated for their contributions.

Mengapa melakukan survei pengakuan karyawan itu penting?

An employee recognition survey helps organizations understand how valued employees feel in the workplace and whether existing recognition efforts are effective. Without structured feedback, companies may assume their recognition programs are working when, in reality, employees might feel underappreciated or disengaged.

Here’s why conducting an employee recognition survey is essential:

• Identifies gaps in recognition: Reveals whether employees feel their contributions are acknowledged and if recognition is fair and consistent across teams.
• Improves retention and engagement: Employees who feel valued are more motivated, productive, and likely to stay with the company.
• Strengthens workplace culture: Encourages a culture where appreciation is embedded in daily interactions, not just during performance reviews.
• Enhances leadership effectiveness: Provides managers with insights into how well they recognize and support their teams.
• Encourages continuous improvement: Helps HR teams refine recognition programs based on employee preferences and feedback.

Regularly conducting an employee recognition survey ensures that organizations listen to employees, take action on their feedback, and create a workplace where people feel genuinely valued for their contributions.

How to use employee recognition survey results effectively

Collecting employee recognition survey results is just the first step—the real impact comes from analyzing the data, identifying trends, and taking meaningful action. Here’s how to maximize the insights gained:

1. Identify recognition gaps

Review survey results to pinpoint areas where employees feel their contributions go unnoticed. If responses indicate a lack of appreciation in specific teams or roles, focus on addressing those gaps. Compare data across departments, job levels, and tenure to understand where recognition efforts may be inconsistent.

2. Assess program effectiveness

Analyze whether employees find current recognition efforts meaningful and motivating. If survey responses suggest that recognition feels generic or infrequent, consider introducing personalized appreciation methods. Employee feedback can also reveal whether recognition programs align with company values and employee expectations.

3. Share key findings transparently

Once the data is analyzed, communicate key insights to leadership, managers, and employees. Sharing findings fosters trust and reinforces that employee feedback matters. Highlight areas of improvement and outline specific actions the company plans to take to enhance recognition efforts.

4. Take immediate action on feedback

Use survey insights to refine or introduce new recognition initiatives. If employees express a preference for more public appreciation, consider launching peer-to-peer recognition programs. If feedback suggests that recognition lacks impact, explore rewards tailored to employee preferences, such as experience-based incentives or career development opportunities.

5. Track changes and follow up

Employee recognition efforts should evolve based on continuous feedback. Conduct follow-up surveys to measure improvements and assess whether new initiatives are resonating with employees. Regular check-ins help ensure that recognition remains a core part of workplace culture rather than a one-time initiative.

What types of questions should go into an employee recognition survey?

An effective employee recognition survey should include a mix of quantitative and qualitative questions to assess how employees feel about recognition in the workplace. The questions should cover frequency, fairness, effectiveness, and employee preferences for recognition.

1. Frequency and consistency of recognition

Understanding how often employees receive recognition helps assess whether appreciation is a regular part of workplace culture. If recognition is inconsistent, employees may feel undervalued and disengaged. Gathering insights on frequency ensures that appreciation efforts are meaningful and timely.

• How often do you receive recognition for your work?
• Do you feel that recognition is provided consistently across all teams and departments?
• Have you received recognition from your manager in the past month?
• Do you feel that your contributions are acknowledged in a timely manner?

2. Fairness and inclusivity

Recognition should be fair and accessible to all employees, regardless of role, tenure, or location. If employees feel that appreciation is biased or unevenly distributed, it can create dissatisfaction and impact morale. These questions help uncover potential gaps in fairness.

• Do you believe recognition at [Company Name] is given fairly to all employees?
• Have you ever felt overlooked when recognition was given to others?
• Do employees at all levels, including remote and in-office workers, receive equal recognition?

3. Impact of recognition on motivation and engagement

Recognition plays a crucial role in driving employee motivation and long-term engagement. When employees feel valued, they are more likely to be productive and committed to their work. These questions help determine how recognition influences workplace performance.

• How does receiving recognition impact your motivation at work?
• Do you feel more engaged and committed to your work when your efforts are recognized?
• Does recognition encourage you to go above and beyond in your role?

4. Manager and peer recognition

Both managerial and peer recognition contribute to a culture of appreciation. Manager-led recognition ensures employees feel seen and supported, while peer recognition strengthens team collaboration. These questions assess the effectiveness of both approaches.

• Do you feel that your manager acknowledges your achievements regularly?
• How effective do you think peer-to-peer recognition is in the workplace?
• Would you like more opportunities to recognize your colleagues?

5. Preferred methods of recognition

Employees value different forms of recognition, from public appreciation to career growth opportunities. Understanding their preferences helps tailor recognition programs to make them more meaningful and impactful.

• What type of recognition do you value the most? (e.g., public praise, bonuses, career growth opportunities, written appreciation)
• How do you prefer to receive recognition—privately or publicly?
• Would you appreciate more structured recognition programs like employee awards or milestone celebrations?

6. Effectiveness of current recognition programs

Assessing existing recognition programs helps identify whether they are meeting employee expectations. If recognition efforts feel impersonal or ineffective, employees may not feel truly valued. These questions help refine recognition strategies.

• Do you feel that the company’s current recognition programs are meaningful and effective?
• What improvements would you suggest for making recognition more impactful?
• Do you think leadership does enough to foster a culture of appreciation?

Including a mix of rating-scale, multiple-choice, and open-ended questions ensures that organizations gather actionable insights to improve recognition efforts and create a more engaged workforce.

Free Employee Recognition Survey Templates

Get a ready-to-use survey template to measure employee recognition in your organisation. Identify gaps, improve morale, and create a culture of appreciation with the right questions.

Unduh Sekarang

20 Pertanyaan-pertanyaan survei pengakuan karyawan yang bijaksana

Berikut ini adalah 20 pertanyaan survei pengakuan karyawan untuk mengetahui efektivitas program dan inisiatif pengakuan saat ini.

1. Seberapa sering Anda dikenali?

Seberapa sering karyawan diakui atas kontribusinya akan mempengaruhi nilai mereka. Pertemuan pribadi dengan karyawan merupakan kesempatan ideal bagi manajer untuk mengenali pekerjaan yang luar biasa atau ide inovatif.

Jika karyawan melaporkan bahwa mereka menerima penghargaan hanya sebulan sekali atau bahkan lebih jarang, Anda harus mulai meningkatkan program penghargaan Anda.

2. Apakah Anda merasa mendapatkan pengakuan yang cukup?

Every employee is unique. Some people need daily recognition to feel appreciated in the workplace, while others may not know how to respond to recognition or feel uncomfortable with praise. This employee recognition survey question shows whether or not the existing program is appropriate.

Misalnya, jika tanggapan karyawan menunjukkan bahwa tim Anda puas dengan bonus tahunan, menerapkan program penilaian harian atau mingguan mungkin tidak diperlukan.

3. Apakah pengakuan yang Anda terima bermakna?

Survei pengakuan karyawan harus memberikan informasi mengenai pentingnya dan relevansi tunjangan organisasi Anda. Meningkatkan frekuensi mungkin bukan solusi yang tepat jika karyawan tidak menganggap penghargaan yang ada berharga. Mereka mungkin ingin mendapatkan imbalan yang besar.

Sebagai contoh, beberapa karyawan ingin diakui oleh rekan-rekan mereka, sementara yang lain mungkin merasa dihargai melalui pesan pribadi. Setiap organisasi harus memutuskan apakah bentuk pengakuannya efektif dan kemudian membuat penyesuaian yang sesuai.

4. Apakah Anda merasa dihargai di perusahaan?

Employees want to feel that their daily actions, work ethic or ideas contribute to the company's success. When employees know they have an invaluable role in the organization, they are more likely to stay engaged, which increases employee retention and creates a more positive work culture.

5. Apakah Anda tahu perilaku apa yang layak mendapatkan pengakuan?

Employees must have a clear understanding of the behavior that is recognized in your company. When your team knows what is most important for your organization, they are more likely to focus on those tasks.

6. Perilaku apa yang harus dikenali?

This employee recognition survey question prompts employees to consider other achievements that managers should recognize. As employees deliver products and services, interact with customers, and collaborate with suppliers, they can identify efforts that are integral tothe company's success.

Manajer mungkin tidak tahu tugas apa yang diperlukan untuk mempertahankan pelanggan. Dalam survei, karyawan dapat menunjukkan bahwa alasan kembalinya pelanggan adalah personalisasi penawaran dan penjualan program loyalitas. Taktik dan inisiatif ini harus dipuji.

7. Jenis pengakuan seperti apa yang paling Anda hargai?

As managers, it's important to know what part of your recognition program is most valuable to employees. Making changes based on these research findings is easy and will ensure your program runs more efficiently.

8. Penghargaan apa yang ingin Anda terima?

Jika Anda melewatkan satu catatan dari pertanyaan sebelumnya, Anda mungkin perlu mengevaluasi ulang imbalan yang ditawarkan. Dengan menanyakan kepada karyawan apa yang ingin mereka terima, Anda akan mendapatkan kejelasan. Memberikan penghargaan yang berharga akan memastikan bahwa karyawan akan menganggap penghargaan tersebut bermakna dan memotivasi.

9. Apakah program pengakuan perusahaan adil?

Menjaga kejujuran akan mendorong budaya perusahaan yang sehat. Hal ini bisa sesederhana mengakui dua karyawan ketika mereka berdua mengerjakan proyek yang sukses.

10. Apakah tunjangan pengakuan sepadan dengan pencapaian?

Apakah karyawan percaya bahwa pengakuan yang mereka terima sesuai dengan prestasi atau pencapaian mereka? Pengakuan dapat dinilai berdasarkan bagaimana pekerjaan atau upaya individu berdampak pada tim dan/atau organisasi.

Sebagai contoh, jika seorang anggota tim menyarankan proses baru yang memperkuat kerja tim mereka, mereka dapat dipuji pada sinkronisasi tim berikutnya. Di sisi lain, jika seseorang mendapatkan klien terbesar tahun ini, protes dari seluruh perusahaan mungkin akan sepadan.

11. Bagaimana seorang manajer SDM dapat meningkatkan program pengakuan?

Jika Anda mencari metode untuk mengenali karyawan dan meningkatkan kepuasan karyawan, mengapa tidak bertanya kepada mereka?

Karyawan Anda kemungkinan besar berpikir tentang bagaimana bisnis dapat menunjukkan kepada mereka betapa mereka dihargai. Dengan memasukkan topik ini ke dalam survei, mereka akan dapat memberikan masukan yang berguna secara anonim.

12. Berapa banyak manfaat pengakuan yang tersedia?

Membuat program yang mudah digunakan bisa semudah memastikan karyawan mengetahui adanya program tersebut dan semua alat identifikasi mudah ditemukan dan digunakan.

If employees have to jump through hoops to see or receive praise after it's earned, you may need to rethink how your organization approaches recognition. If employee identification survey responses indicate that the program is difficult or time-consuming, be sure to find a way to improve their experience.

13. Seberapa sering Anda mengakui orang lain?

Agar budaya pengakuan dapat berkembang, memberikan pengakuan sama pentingnya dengan menerimanya. Menerapkan umpan balik timbal balik adalah efektif dan dapat memotivasi karyawan untuk menjadi anggota tim yang hebat.

Dalam organisasi di mana karyawan mengakui pencapaian orang lain, karyawan lebih cenderung mencerminkan nilai-nilai perusahaan.

14. Apakah pengakuan atas upaya ekstra sudah cukup?

Beberapa pekerja memiliki kebutuhan bawaan untuk bekerja lebih banyak untuk perusahaan mereka. Manajemen perusahaan harus selalu menghargai mereka yang bekerja lebih dari itu. Pertanyaan survei ini memberikan informasi berharga tentang bagaimana perusahaan memperlakukan orang-orang yang sukses.

Anda dapat mengoptimalkan upaya karyawan ini dengan melakukan perbaikan yang diperlukan dalam sistem pengenalan.

15. Seberapa mudahkah mengidentifikasi lokasi geografis?

Mengenali karyawan merupakan hal yang penting dalam tenaga kerja yang tersebar. Membangun hubungan antarmanusia dengan tim yang berjauhan bisa menjadi tantangan, begitu juga dengan mengidentifikasi tujuan pekerja jarak jauh. Mengajukan pertanyaan ini akan membantu Anda memastikan keterlibatan karyawan, di mana pun mereka bekerja.

16. Kapan terakhir kali Anda menerima penghargaan dari manajemen?

Kesenjangan komunikasi dapat terjadi antara manajemen dan bawahan langsung mereka.

Sebagai contoh, pemimpin tim mungkin berpikir bahwa mereka secara teratur mengakui kontribusi karyawan. Namun, jika survei pengakuan karyawan menunjukkan bahwa sudah beberapa minggu sejak karyawan diakui, mereka mungkin tidak menyadari bahwa manajemen mengakui prestasi mereka. Hal ini dapat memberikan kesempatan kepada para manajer untuk mengevaluasi dan mempertimbangkan kembali cara mereka memberikan pujian.

17. Bagaimana pengakuan mempengaruhi semangat kerja staf?

Tujuan akhir dari program penghargaan karyawan adalah untuk membuat tim Anda tetap senang dan terlibat. Pertanyaan ini akan membantu Anda dalam menentukan apakah program Anda saat ini berhasil dalam menjaga keterlibatan karyawan dan meningkatkan moral tim.

18. Apakah organisasi menghargai ide-ide baru?

Dengan memberikan penghargaan kepada karyawan, perusahaan dapat mendorong anggota tim untuk mengembangkan ide-ide baru untuk meningkatkan kinerja. Jawaban dari survei harus menunjukkan bahwa karyawan merasa puas dengan pengakuan atas ide baru tersebut. Jika jawaban-jawaban tersebut menyoroti masalah yang ada, Anda akan lebih mudah menemukan solusinya.

19. Bagaimana pengakuan karyawan memengaruhi lingkungan kerja?

Lebih dalam lagi, apakah mengakui kinerja karyawan mempengaruhi moral dan produktivitas tim secara keseluruhan?

Praise benefits both employees and organizations. When employees feel recognized, they are not only motivated to do their best, but also see a clearer picture of how their work contributes to the company's goals.

Lingkungan kerja yang menyenangkan sangat penting untuk memastikan efisiensi dan produktivitas seluruh perusahaan.

20. Apakah budaya perusahaan meningkatkan kepuasan karyawan?

Ketika Anda mulai membangun budaya pengakuan, Anda harus mengukur apakah ada hubungan yang jelas antara pengakuan yang diberikan dan kepuasan karyawan. Apakah karyawan merasa termotivasi setelah menerima pujian?

Apakah mereka mengenali komitmen karyawan perusahaan? Hal ini akan membantu Anda mengidentifikasi efektivitas program penerimaan karyawan dan membuat perubahan untuk meningkatkannya.

Enhance your employee recognition strategy with Empuls

A strong employee recognition strategy isn’t just about handing out rewards—it’s about creating a culture where employees feel valued and appreciated. Empuls helps organizations bridge the gap between recognition efforts and employee expectations with data-backed insights and engagement-driven solutions.

• Measure the impact of recognition programs with real-time feedback.
• Identify areas for improvement in how appreciation is given across teams.
• Encourage peer-to-peer recognition with a platform that makes celebrating contributions easy.
• Boost engagement and morale by aligning recognition with employee preferences.

By using Empuls, HR teams can turn employee recognition from a routine task into a strategic initiative that strengthens company culture and improves retention.

Kesimpulan

Organisasi dapat memperoleh wawasan yang berharga tentang efektivitas program dan inisiatif pengakuan mereka saat ini, mengidentifikasi area untuk perbaikan, dan mengambil tindakan untuk menciptakan budaya kerja yang lebih positif dan bermanfaat dengan bantuan pertanyaan-pertanyaan ini.

Dengan memprioritaskan pengakuan karyawan dan mengambil langkah untuk menciptakan budaya penghargaan, organisasi dapat membangun fondasi yang kuat untuk kesuksesan dan pertumbuhan jangka panjang. Ingatlah, mengakui dan menghargai karyawan bukan hanya hal yang benar untuk dilakukan, namun juga merupakan hal yang masuk akal secara bisnis.