Appreciation Survey
The purpose of this assessment is to clarify how you prefer to be appreciated. For each pair, choose one of the items that matters more to you. Once you're done, check out your results in the chart.
Consider sharing the results with those you work alongside. Also, consider having others complete the assessment themselves.
An alternative version of this assessment can be found here: tinyurl.com/EdThriveAppreciationSurvey
How do you prefer to be appreciated?
This 30-question survey will take approximately 10 minutes.
Each question has two choices. Select the one that fits better.
Please provide your first name to start.
Welcome, friend.
Acts of Service
Acts of Service appeal to those who think, “Talk is cheap – why don’t you actually do something?” When a colleague is overloaded, you might say, “Don’t worry about it. I see you are swamped, I’ll do it myself.” Physically taking on a task, and perhaps alleviating that work from someone else, shows you recognize the amount of work they do and that you value them — by actually doing something!
Quality Time
Quality Time entails listening to the person, rather than talking, and letting them express their ideas at length. Simply having coffee with a person and giving them your undivided attention, something all too rare in this world, is a great way to reach those that desire Quality Time.
Tangible Gifts
Giving Tangible Gifts is not about the cost of the gift, but is more of a display that you thought of the person and bought something you knew they would appreciate. Those that respond to Tangible Gifts are by no means necessarily materialistic — it could be as simple as bringing your officemate a muffin from the bakery in the neighborhood because they shared that they wanted to try it.
Words of Affirmation
Words of Affirmation entails saying words that let the person know they have done something valuable. However, just throwing out the occasional “Good work!” won’t suffice. If you want to be effective with words of affirmation, be specific. Just saying “Great job!” every time someone performs well will lose its effect over time, being a vague statement so easily used. Picking out a specific part of someone’s performance makes praise meaningful. Show that you were paying attention to what matters: “I know that those figures were challenging and complex. You did a great job of making them understandable.” or “I really appreciate the extra effort you’ve been making to coach the new employee; her accuracy has improved dramatically with your help.”