Recognition Questionnaire/Finding Peoples Carrots - Workers perception of recognition

DanteCaspian

Quite Involved in Discussions
#1
Folks,

I am looking for any examples of employee surveys and questionnaires, or any recommendations on implementation from experiance.
The purpose is for gaining insight of 1) workers perception of recognition, 2) personal interests outside of work.
Using the 24 Carrot Manager principles, I am working to develop a structure of reward and recognition that taps into the workers as people, with individuality.
Our goal is to catch people doing good things, give praise and reward (not necessarily money), all through a structure.
The survey would just be a small too to that structure, but, I think an important one.
Surveys I have found by Googleing are not quite suitable for our purposes. Often they are too wordy or complex. In our multicultural environment, the least amount of writing and reading would be best.

Anyone with thoughts on this?
 

Jen Kirley

Quality and Auditing Expert
Staff member
Admin
#4
Re: Recognition Questionnaire/Finding Peoples Carrots

How many employees are we talking about? What is the range - do you have a mix of every kind of employee under the sun, or blue collar workers, software engineers, what?
 

Jen Kirley

Quality and Auditing Expert
Staff member
Admin
#5
Re: Recognition Questionnaire/Finding Peoples Carrots

I'd like to know how you settled on the 24 Carrot Manager principle. What is your goal - what value are you trying to achieve? How will you know you've succeeded or not?

I'd like to point you to the 2008 Top Five Total Rewards Priority Survey. I am not affiliated with Deloitte. I thought the approach was sound because it was value focused and started with understanding people's insecurities.
 

DanteCaspian

Quite Involved in Discussions
#6
Re: Recognition Questionnaire/Finding Peoples Carrots

How many employees are we talking about? What is the range - do you have a mix of every kind of employee under the sun, or blue collar workers, software engineers, what?
110 -120 people
Yes, a strong mix of people. Both by profession and ethnic.


I'd like to know how you settled on the 24 Carrot Manager principle. What is your goal - what value are you trying to achieve? How will you know you've succeeded or not?
The principle was chosen by experience using similar concepts and philosophy from a couple of us in house, and also a specialist we are working with is using with success.
It also fits into the culture that the owners always wanted, but could not structure too well. Further, the goal is building incentives for people to participate further to the norm in the workplace.
The principle is not all inclusive... that is to say, we are not all gung-ho just on the Carrot Management tool, we are building what will work for our culture, all surrounding the concepts of necessary culture change from TPS, and wisdom from other businesses.
The value, over the long term, is a employee who has a say, vested interest in success of satisfying the customer, and the right to, as well as the expectation to participate-- to take ownership.
The short term, part of the reason for the survey idea, is to just start to understand the people on a different level, now that we have shown some clout, are listening, and they have some measure of faith in the company now, it would seem to be a good time to structure a formal reward and recognition program.

As to how we will know if we succeed, well, we track all suggestions, the action and the savings. Before we started on the change journey, we had none. We are at a point now, where the participation and ideas are so frequent, it needs controls to support it.
 
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Mikael

Quite Involved in Discussions
#7
Re: Recognition Questionnaire/Finding Peoples Carrots - Workers perception of recogni

Hi

I do not know about the exact Carrot management system that you refer to, but there exist billions of motivation theories. Have you ever heard this story:

"...a manager starts to reward his employees for complaining and be unsatisfied by paying them, the employes now gets used to this reward and expect it. One day the manager stops to reward them - The funny thing is that there was no complain abot it!!!" :)

Did I understand you correct, you actually want to ask you employees, about types of rewarding? This can be very dangerous! The goal is not to ask them, I assume that the first goal is to know them (if you have a wife or girlfriend, you know what I mean), we are all different and are motivated by different things. "One motivationtype fits all" will guarantee a bad culture.
You need to have some HR-people within this project, whether you belive in one of the many, many bad analysis such as the DISC-profiles, or beliving in how the stars is turning - whatever, you need some kind of profile analysis at the individual level and used at this individual level!

BTW: Don't use the Kano-model for this, I will promise you that it is bullspit in this case!
 
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DanteCaspian

Quite Involved in Discussions
#8
Re: Recognition Questionnaire/Finding Peoples Carrots - Workers perception of recogni

NO, we are not looking for employees to tell us what rewards, we have that. Rewards are simply catching people doing good things, and doing something positive about it. I did say, "the perception of recognition"; not speaking of the "types", rather their understanding of recognition, what is it to each one, what it really, for us (our company) today?

The form/survey (method), to which I am looking to, is for the purpose of knowing the people... it is like mapping the psychology of the people, in who they are as individuals and who they are as a team. Make no mistake, I work most of my time with all levels of the people, learning them and they teaching me... it is a coach relationship, and I know the culture and many people well, but in order to engage, and further connect management to the workers and the workers to management, this is a method I can use. . If you understand the TPS and other Lean environments quest for culture change and leadership, along with true accountability management (it is all just good sense and good business)... the human side, tthat is what I am peering into.
Just to clarify, I do recognize surveys great limitations. Lack of "voter turnout" for one affects all communities! Two years ago, I got 2% buy in for change with less then 1% real action. The company now has over 30%, with high action from 12%. Much of that is through a new style of management from our motivated executives, sharp production manager, capable supervisors and others new attitudes, and eyes. All of which, was not present too long ago.
If a couple of surveys can bring myself and others closer to helping people achieve their limitless potential, that is the goal. As our HR guy said, if you reach just one, I would be worth it. Besides, that is my job, get them one at a time; this is not a one size fits all exercise, I expect only 40% of people giving a rip.

Wow, this forum really interrogates people eh?
Cool!:cool:

I did get a mix of questions that will work for our workplace and will be working with a successful and trusted HR consultant on the framework.


Thanks everyone!
 

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