How to Use Staff Reward and Recognition to Help Retain Frontline ICT Staff
At 21.7 per cent, staff attrition within the Australian Information Technology (IT) sector is unsustainably high. Staff recognition can be defined as the action or process of recognising employees for the work completed through words and gratitude1. Over the past five years, globally, organisations have increased their focus and investment on employee reward and recognition.
However, despite this increased focus, research shows that recognition is not occurring as often as it should be, as only 61 per cent of employees feel appreciated in the workplace1. Research also shows that even when recognition is provided for employees, it is not executed well or enacted correctly 1/3 of the time.
Organisational development and human resource studies demonstrate that reward and recognition programs commonly do not resonate or hit the mark for employees, if they are: not authentic and sincere2, only provided in a single context, or are based on award criteria that is overly complex or unattainable3.
This paper covers how leaders and organisations can recognise and then subsequently avoid these three common pitfalls, to maximise the investment into employee reward and recognition programs and efforts.
About The Advisor
David is an IBRS advisor specialising in corporate board advisory, business performance improvement, digital and customer experience strategy and operationalisation, program and project governance and agile capability development. David has expertise and a strong track record of successfully bridging the gap between digital, business and technology strategy and operations. He brings 20 years’ experience in leading transformative digital, ICT and business improvement programs across the financial services, government and not-for-profit sectors. As a trusted change agent and advisor, David has partnered with executives, corporate and program boards to deliver high impact, well informed business and customers outcomes across service delivery, business systems, digital and ICT operations. As a transformative senior executive, David has led major reform programs at a whole of government level, repositioning Queensland as a national digital leader. He was responsible for the revitalisation of the Queensland Registry of Births, Deaths and Marriages and the digital transformation in the Department of Justice. Most recently, David has spearheaded digital and business innovation within the superannuation industry as the General Manager, Digital Transformation and Analytics.