Job Design, Learning & Recognition – personal experience

Like the saying “the best things in life are often free” so too are some of the best motivators for employees. A well designed role with variety and accountability coupled with individualized recognition for doing great work sounds simple but is incredibly effective. Now that you’ve identified the core area of focus to be on Job Design, Learning, and Recognition, this survey template includes questions that provide deep insight into how employees personally experience Job Design, Learning, and Recognition, within the company to help give you direction on where to focus future investments to improve in this area.

Customizing your survey

This survey template includes three aspects of The Engagement Bridge™. If you’re more interested in one aspect rather than all three, you can customize the survey to include only those questions of interest. 

Food for thought

• This survey template focuses on employees personal experience; how they think and feel about Job Design, Learning & Recognition. The questions are worded in such a way that employees are describing how they feel within themselves representing their own individual levels of engagement.
• This survey is quite distinct to the ‘Company Culture’ template on the same topic which is more focused on the employee’s wider views and their observation outside of their own experience within their working environment. These wider views someone has based on what they observe are less likely to change from day to day. Employee engagement, from personal experience, however, is likely to fluctuate depending on what’s happening at your company and how it directly impacts individual employees.
• If you’re more interested in shifting the culture and experience employees have, use the ‘Job Design, Learning & Recognition - Company Culture’ survey template. If you’re more interested in how your employees are feeling based on their personal experience, use this survey template.
• When setting up your survey, you can choose to make the survey anonymous or open. The benefit of anonymized data is people can feel more comfortable sharing their honest opinion and it’s probable that you’ll see higher take up. However, it means we’re only able to provide you with overall data which is not personally identifiable. If you want anonymity but also want to identify trends in certain groups, we suggest sending the survey as ‘Anonymous’ but adding in relevant questions about location, department etc to the template to get a more detailed breakdown around the results. It is best to add these questions as a drop down list and to make the questions optional as an identifiable group with less than 4 members cannot be classed as anonymous. Keep in mind – if you ask too many identifying questions, you might make it possible to identify individuals. Only ask the questions you really need to!

What to do with the results?

As the stakeholder team sending the survey, the insight you get back is great to review together and identify any patterns to build on. From an individual level, the results are extremely powerful for an employee to work through themselves. By tasking employees to consider their responses and identify how they can individually approach increasing their agreement with each of the statements, managers will be able to go a lot deeper with them in their 1:1s. In keeping with this idea, the manager can leverage the team data as an individual coaching tool. For example, in relation to question 15, the manager might ask their employees, “How do you like to be recognized?” or “What is the best recognition you have ever received?” or “How often do you take the time to recognize others for doing great work?”.