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Developed by Bob Nelson, Ph.D, the leading consultant on employee motivation and author of the bestselling book 1001 Ways to Reward Employees!
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 informa¬tion 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 com¬mendation, 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 learning
new skills, discuss career options with employees, allow employees to parti¬cipate in learning activities, and discuss learnings after completed projects.
6. Manager Availability and Time
This factor measures if managers are available to address questions/
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 com¬mendation 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 department
or company meeting, at a company awards ceremony, or acknowl¬edged in the company newsletter.
10. Cash or Cash Substitutes
This factor examines if employees are awarded nominal cash, gift certificates or vouchers, dinner out for two, and entertainment tickets.
11. Achievement Awards
This scale looks at whether employees receive years-of-service awards, special achievement awards, certificates of achievement, and employee-of-the-month awards.
12. Nominal 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.
The profile contains 144 questions organized into 12 key categories of management effectiveness