Greater wellbeing and retention in local government

This project aimed to understand how councils use reward and recognition and how these are perceived by staff, community and council members.

The study examined reward and recognition practices in councils across Australia and included input from council stakeholders, community members and both the former and current South Australian Ombudsman.

This research project was co-funded by the Local Government Research and Development Scheme, and participating councils.

Outcomes

The outcomes of this project include the following, which were developed by UniSA:

• practical guide on suitable reward and recognition initiatives
• decision-making guide to help councils implement recognition and employee support strategies that are fair, consistent, compliant and align with community values.

Resources from LGA

In order to support councils, LGA supplemented the UniSA research with a:

• policy insert (PDF 4.6 MB) for councils to use
• review and implementation checklist (PDF 194.0 KB) to support councils in assessing the framework of their existing and proposed recognition practices.

Key finds and recommendations

The UniSA report recommends a strategic, policy-led approach to expenditure on council staff as part of an overall strategy for organisational culture and wellbeing.

Importantly, it supports funding of staff events where there is a clear rationale that it serves a business purpose which provides community value.

A proposed Employee Recognition and Support Framework has also been created as part of the project to guide council practices.

Member councils can access the UniSA report: Recognising and rewarding staff  (PDF 8.1 MB)

Findings and recommendations for councils

Staff are uncertain following the Ombudsman’s 2023 findings

• Finding: Council staff are unclear about what constitutes acceptable recognition practices, indicating there is a perceived void in what is available for employee recognition.
• Recommendation: Senior leaders and managers should communicate the rationale for changes and model appropriate behaviours.

Concerns about staff motivation due to limited recognition

• Finding: There is growing concern that the lack of recognition options may negatively affect staff morale and motivation.
• Recommendation: Review and adopt relevant elements from the Employee Recognition and Support Framework.

Many councils experience inequity in recognition practices

• Finding: Recognition tends to favour high-visibility roles, leaving internal-facing roles underappreciated.
• Recommendation: Review and adopt relevant elements from the Employee Recognition and Support Framework, which provide more inclusive practices that ensure fairness and opportunities across all roles.

Staff value recognition and support

• Finding: Council staff valued spontaneous gratitude, emotional support, managerial encouragement, senior leader acknowledgment and development opportunities.
• Recommendation: Senior leaders should model gratitude, incorporate it into team interactions, and prioritise personalised engagement with staff by adopting elements from the Employee Recognition and Support Framework about acknowledgement and appreciation.

Deep concern over the loss of informal social connections

• Finding: The removal of informal gatherings, such as end-of-year events, has had a profound impact on morale and raised concerns about its effect on workplace culture.
• Recommendation: Establish policy-compliant opportunities for social connection to rebuild morale and foster a positive culture. Consider a broad range of initiatives, provided in the Employee Recognition and Support Framework, which optimise effectiveness.

Senior leaders must drive civic pride and rationale for change

• Finding: Senior leaders are instrumental in reinforcing the purpose of public service and fostering civic pride.
• Recommendation: Senior leaders should consistently communicate the mission of community service, celebrate successes and support managers in reinforcing this purpose.

Disconnection of values and mission

• Finding: Some councils’ organisational values are not always clearly aligned with their core mission of serving the community.
• Recommendation: Review and realign organisational values to ensure they reflect and support the mission of community service.

Develop practices beyond recognition to support all employees

• Finding: Current recognition approaches are limited and do not fully support all staff or staff wellbeing.
• Recommendation: Consider adopting and adapting elements of the framework.

Managers key to employee recognition and support, but capability varies

• Finding: Some managers demonstrate strong skills, while others lack the training and time to effectively support staff.
• Recommendation: Ensure managers receive training on how to support cultural change, the focus on civic reward and pride, and how to practically manage a broad range of employee support and recognition practices.

Next steps

LGA will continue to engage the SA Ombudsman and seek feedback from councils on what content and support might benefit council leaders, including training.

Councils should consider the content of the UniSA report and LGA documentation to adapt and adopt suitable measures that align with their organisational culture and community expectations.

LGA welcomes feedback and further case studies from councils on their successes and challenges encountered in applying the policy and framework.

Feedback will guide further LGA activities to support councils, with guidance and direction from the Reward and Recognition Reference Group, comprising local government CEOs and People and Culture representatives.

Project contributors

Councils contributing $3,000 each in financial support to this project are:

• City of Charles Sturt
• City of Port Adelaide Enfield
• City of Victor Harbor
• City of West Torrens
• Tatiara District Council
• City of Playford
• City of Casey, VIC
• Queanbeyan-Palerang Regional Council, NSW
• Toowoomba Regional Council, QLD

Councils providing in-kind support to this project are:

• Berri Barmera Council
• City of Norwood Payneham St Peters
• District Council of Grant
• Southern Mallee District Council
• Bega Valley, NSW
• Bellingen Shire Council, NSW
• Queenscliff, VIC
• Mansfield Shire, VIC
• North Sydney, NSW
• Caballing Shire, WA
• Wyalkatchem Shire, WA