Employee recognition in Local Government

The impact of effective employee recognition programs

Written by Sanjaya Gunaratne, Senior Manager 

Research clearly shows that employee recognition positively impacts organisation morale, productivity, and overall workplace environment. Research also shows that organisations with a strong recognition culture experience higher retention rates, a key success factor in local government, where attracting and retaining talent remains a challenge. This article explores Insync’s findings on employee perceptions of recognition within Local Government. 

Perceptions of employee recognition in local government

Our study, which encompasses over 24,000 responses from Australian local government employees, shows that only 35% of local government respondents agree or strongly agree that their organisation has effective programs for recognising and rewarding its people’s achievements. Twenty-five percent of employees showed some form of disagreement. 

Our study also shows that only 41% agree or strongly agree that senior leaders go out of their way to acknowledge and thank people for their contributions. Almost a quarter of respondents disagree. Compared to studies from other industries, the collective results for the Local Government sector fall into the bottom quartile of the benchmark. Anecdotally, we have also noticed that in focus groups with Local Government employees, recognition consistently emerges as a key focus area. 

This data highlights a valuable opportunity for the local government sector. Establishing a strong recognition practice is often a quick win, requiring minimal time and investment while delivering immediate, tangible employee benefits. Here are some key principles to keep in mind when creating and executing an effective recognition program. 

Key principles for creating and executing effective employee recognition programs

1. Ensure recognition is timely – Recognise employees promptly. It reinforces positive behaviours, making the connections between actions and rewards more explicit. Timely recognition is impactful because it is fresh in the minds of both the manager and the team members. 
2. Be specific – When recognising employees, be specific about what makes their behaviour or achievement exceptional. This not only adds significance but also fosters positive behaviours and contributions. 
3. Individualise recognition as much as possible – Individualising employee recognition ensures the appreciation feels genuine and meaningful because it aligns with each person’s preferences, values, and contributions. Some employees may prefer public praise, while others value private acknowledgment or tangible rewards. Tailoring recognition shows that leaders understand and appreciate their employees as individuals.  
4. Link recognition to the values of the organisation – Values-based recognition is a powerful way to reinforce the organisation’s values and highlight exemplary behaviour or achievements that others can follow. The organisation’s values serve as a roadmap to success.
5. Consistency and fairness – Opportunities for recognition must be available to everyone. One of the more common frustrations that we observe when speaking to employees is that recognition processes and programs are only available to some individuals or teams or favour some employees over others. We frequently hear this from outdoor work teams particularly. It is essential to recognise all types of contributions, from recognising employees who are living the values to ‘behind-the-scenes’ efforts that may otherwise go unnoticed. 

Improve your employee recognition practices 

Understanding the impact of employee recognition is just the first step. If you’re looking to create a more effective recognition program and you’re unsure where to begin, reach out to our friendly team to learn how we can support you.