I feel valued for the work I do.
Survey prompt for recognition: "I feel valued for the work I do." — when to ask it, how to score it, and how managers should follow up on the results.
Quick answer
Ask "I feel valued for the work I do." on employee surveys to measure recognition. Track responses over time to spot early risk or strength in this area, then follow up with managers when scores drop or comments show a clear theme. Pair the item with open-ended follow-ups so teams can act on the signal.
Share on LinkedIn(opens in new window)Why ask this question
This question helps you gather actionable signal about recognition. Use it in pulse surveys, annual engagement studies, or manager-led team check-ins.
How to use the results
- Look at trends over time, not just one score.
- Segment results by team, tenure, and location to find patterns.
- Share themes with leaders alongside recommended follow-up actions.
- Close the loop by telling employees what will change based on feedback.
Tips for better responses
Keep surveys short, explain why you are asking, and guarantee appropriate anonymity where possible.
Frequently asked questions
Quick answers about careers pages, pipelines, and growing your team with Plural.
What does "I feel valued for the work I do." measure?
It measures employee perception of recognition. Use it in engagement, pulse, or lifecycle surveys to quantify how people feel on this dimension and compare teams over time.
How often should we ask about recognition?
Most teams include recognition items in a quarterly engagement survey and shorter monthly or biweekly pulses. Ask more often during change (reorgs, return-to-office, leadership transitions) when risk rises.
What should managers do with low scores on this question?
Share anonymized themes, ask clarifying questions in 1:1s, and pick one concrete action with a follow-up date. Re-measure the same item after the change so the team can see whether the action worked.