Employee Recognition Nomination Form

Please remove this form template insights section before publishing.

This employee recognition form is a well-structured and comprehensive tool designed to gather high-quality information for a fair and effective awards process. Here are some detailed insights into its strengths, as well as potential areas for enhancement.

Strengths of the Form

• Focus on Specific, Quantifiable Examples: The form directly asks for "Specific Examples & Impact" and encourages quantifiable results. This is the most crucial part of any good nomination form. Instead of vague statements like "John is a great team player," a nominator is prompted to provide concrete evidence, such as "John organized the team's project files, which reduced the time spent searching for documents by 15%." This data makes the selection process much more objective and less reliant on personal bias.
• Clear Award Categories: The form provides a variety of specific recognition categories, which is highly effective. Instead of a single, generic "Employee of the Month" award, these categories help nominators frame their submissions more precisely. For an HR, Recruitment & Onboarding department, having a category like "Recruitment & Onboarding Excellence" is particularly valuable as it directly aligns the awards program with the department's core function. This specificity ensures that different types of contributions—from innovation to teamwork—are equally valued.
• Alignment with Company Values: By asking how the nominee's actions align with the company's core values, the form reinforces the organizational culture. This transforms the recognition program from a simple "pat on the back" into a strategic tool for promoting and celebrating desired behaviors. It shows employees that the company's values are not just words on a wall but principles that are actively lived and rewarded.
• Inclusion of Peer/Manager Feedback: The section on "Peer and Manager Feedback" encourages a 360-degree view of the nominee's impact. It allows for a more holistic evaluation, capturing contributions that may not have been directly observed by the nominator. This also signals to employees that feedback and collaboration across the organization are valued.
• Comprehensive Structure: The form's layout is logical and easy to follow, moving from basic nominee information to detailed examples and finally to additional context. This structure guides the nominator through a step-by-step process, ensuring all necessary information is collected systematically.

Potential Areas for Enhancement

While the form is excellent, here are a few ways it could be made even more effective:

• Provide an Optional Field for Anonymity: While not always necessary, some employees may feel more comfortable submitting nominations if they have the option to remain anonymous. This could encourage more nominations, particularly for sensitive or high-profile achievements. A simple checkbox or field asking "Would you like your nomination to remain anonymous?" could be added.
• Include a Specific Section for "Recruitment & Onboarding" Impact: The "Recruitment & Onboarding Excellence" category is a great start, but the nomination details could be tailored more specifically to this function. For example, questions could be added to prompt for details on:
• • Candidate Experience: How did the nominee improve the candidate's journey? (e.g., feedback received, specific actions taken)
  • Employer Brand: How did the nominee represent our company's brand in a positive way? (e.g., at a career fair, on social media)
  • New Hire Success: How did the nominee's actions directly contribute to the successful integration and productivity of a new hire?
• Add a Follow-Up Question about Team Impact: A great addition would be a question that explicitly asks, "How did this achievement positively impact the team or department as a whole?" This would help distinguish individual excellence from collaborative success and highlight a nominee's ability to elevate others.

Please remove this mandatory questions recommendation before publishing.

Based on the form provided, the following are the mandatory questions because they are essential for a fair, objective, and successful recognition process. Omitting any of these would compromise the integrity of the nomination.

Mandatory Questions

1. Nominee Information (Name, Title, Department): This is the most fundamental piece of information. Without it, the company can't identify who is being recognized. It ensures the award goes to the correct individual and helps track recognition within specific teams or departments.
2. Recognition Category: This question is critical for aligning the nomination with the purpose of the award. It forces the nominator to think about the specific nature of the nominee's contribution—whether it's about innovation, teamwork, or leadership. It also helps the selection committee compare nominations for the same award, ensuring that the right people are recognized for the right reasons.
3. Specific Examples & Impact: This is arguably the most crucial section. It's the core evidence for the nomination. Without detailed, specific examples, the nomination is just a claim. This question ensures the process is based on merit and concrete actions, not just on popularity or general likability. Quantifiable results (e.g., "improved efficiency by 15%") make the nomination objective and compelling.
4. Alignment with Company Values: This question elevates the recognition program from a simple award to a strategic tool for reinforcing company culture. It ensures that the actions being celebrated are directly tied to the behaviors and principles the company wants to promote. A nomination without this element misses a key opportunity to strengthen the company's identity and values.
5. Summary of Contribution: A concise summary provides a quick and clear overview of the nomination. It helps the selection committee understand the main point of the submission immediately. This initial summary guides the reader and provides context for the more detailed examples that follow.