3.5 Recognition and Reward
Driver: 3.5
Dimension: Culture
Supporting aspiration: Great work is noticed promptly and meaningfully.
Why it matters
Quality, timely recognition supports engagement, retention and discretionary effort.
What great looks like
Recognition is specific, timely, linked to values and outcomes, and visible across office, field and behind-the-scenes work. It is equitable rather than popularity-based.
Employee Survey alignment
| Item | Survey question |
|---|---|
| Q1 | Good work and leadership are recognised at Council |
| Q2 | Council values the long-term commitment of employees |
How to interpret a weak result
A weak result for this driver should prompt a practical diagnosis, not an immediate solution. Ask:
- Is the issue whole-of-council, concentrated in particular work areas or linked to specific employee groups?
- Which question-level result is driving the pattern?
- Do comments or leader perspectives explain the issue?
- Is this mainly a system/process issue, a leadership issue, a resourcing issue or a communication issue?
- What would employees reasonably expect Council to do next?
Possible actions and interventions
- Clarify recognition principles and channels
- Use community and peer feedback in recognition
- Train leaders to give specific contribution-based recognition
- Review recognition access across work groups
Evidence to review alongside the survey
- Employee Survey question-level results and comments
- Relevant people metrics such as turnover, absenteeism, vacancy, overtime, grievances, safety or EAP themes
- Leadership and SME perspectives
- Relevant workforce, service, budget or risk data