Recognition and Compensation
Helps understand whether employees feel that their contribution is recognized and that compensation is fair.
- Sections
- 2
- Questions
- 12
- Who to ask
- Organization employee
answers hidden · summary from 5 responses
When to run it
A salary review is approaching, or you are changing the benefits system. You want to understand whether employees consider their current package fair and transparent, and if they receive enough non-financial recognition for their successes to stay motivated.
What it shows
The survey is divided into sections. For each one, you'll see separately what's already working and what's getting in people's way.
- Recognition of contribution
- How much an employee's contribution is noticed, named, and recognized in an appropriate way.
- Compensation and benefits
- The fairness, clarity, and usefulness of material recognition of work.
What the questions look like
Below are real questions from this survey, one from each section.
-
My significant contribution to the work is regularly noticed and recognized.
- What it checks
- Check whether the employee experiences recognition regularly enough that meaningful work does not feel invisible or taken for granted.
- Scale response
- from “Disagree” to “Agree”
- Open clarification
- Which of your significant contributions most often goes unnoticed?
-
I see a clear link between my contribution to the work and how my work is financially rewarded by the company.
- What it checks
- Check whether the employee sees pay as connected to their contribution, results, and the value of their work to the company, without collecting income amounts, desired raises, or comparisons with specific people.
- Scale response
- from “Disagree” to “Agree”
- Open clarification
- What exactly makes it hard for you to see the link between your contribution and how your work is financially rewarded?
-
When my contribution is recognized, it is clear to me which specific result or behavior I am valued for.
- What it checks
- Check whether recognition helps the employee understand which results or work behaviors are considered valuable, rather than simply creating a general sense of goodwill.
- Scale response
- from “Disagree” to “Agree”
- Open clarification
- What usually remains unclear when your contribution is recognized?
The score shows where the tension is, and people’s words show why it arose. How these answers come together into an overall picture is explained in methodology.
What’s in the report
The report will divide the assessment into two parts: how satisfied people are with material compensation (salary, bonuses, benefits) and how they rate the culture of recognition in the company (whether they are praised for good work, if managers notice their contribution).
The report isn’t reduced to a single score. It shows growth points — recurring themes and work tensions visible across several people at once. Each one is compiled from anonymized summaries — individual responses don’t make it into the report. What happens to the report next is covered in the full workflow.
Survey sections
From finding to verification
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