Developed by Bob Nelson, Ph.D, the leading consultant on
employee motivation and author of the bestselling book 1001 Ways to Reward
This inventory measures the perceived importance and
frequency managers place on a variety of actual and potential employee
recognition behaviors, practices, and activities in the workplace. With the
results of this assessment you can create a baseline of values and perceptions
that can serve as a key starting point for improving and implementing this important
motivational tool rewards and recognition. Individual managers receive feedback
reports with comparison data, and suggestions for improving motivation through
more effective recognition practices.
What This Inventory Tells You
This inventory prioritizes 13 factors of recognition in
terms of how managers practice various types of recognition. Scores are
compared to the stated preferences of all employees who have ranked these
items. The 13 factors below are listed in priority order of importance as
ranked by all employees who have taken this inventory.
1. Support and Involvement
This factor looks at how well managers provide employees
with information they need to do their jobs, how well managers support
employees when they make mistakes, how well managers involve employees when
making decisions, and if the manager asks employees for their opinion or ideas.
2. Personal Praise
This factor examines if employees are personally thanked for
doing good work, given verbal praise, sought out for commendation, and praised
for good work in front of another person.
3. Autonomy and Authority
This factor determines if employees are allowed to decide
how best to do their work, given increased job autonomy and authority, and
given a choice of assignments.
4. Flexible Working Hours
This scale addresses if employees are allowed to leave work
early when necessary, given flexible hours or time off from work, and allowed
comp time for extra hours worked.
5. Learning and Development
This factor indicates if managers support employees in
new skills, discuss career options with employees, allow employees to participate
in learning activities, and discuss learnings after completed projects.
6. Manager Availability and Time
This factor measures if managers are available to address
concerns of employees, take time to get to know employees, spend time with
employees, and listen to employees on non-job issues.
7. Written Praise
This scale looks at written forms of praise such as letters
of commendation and thank-you notes added to employees’ personnel files.
8. Electronic Praise
This scale measures if managers forward and/or copy positive
e-mail messages to employees, praise via e-mail, and praise via voice mail.
9. Public Praise
This factor determines if employees receive public praise in
the form of customer letters that are publicly shared or posted, in a
or company meeting, at a company awards ceremony, or acknowledged in the
10. Cash or
This factor examines if employees are awarded nominal cash,
gift certificates or vouchers, dinner out for two, and entertainment tickets.
This scale looks at whether employees receive
years-of-service awards, special achievement awards, certificates of
achievement, and employee-of-the-month awards.
Gifts or Food
This factor measures managers’ use of the following to
celebrate success: food, flowers, gifts, or mementos; coupons for food, car
wash, or movie tickets; or the management purchase of lunch or dinner.
13. Public Perks
This factor examines whether employees are given special
privileges or perks, preferred parking spaces, employee-of-the-month awards or
"pass around" trophies.