Employee recognition: 10 innovative ways to boost retention in the care sector

Staff turnover in the not-for-profit (NFP) and care sectors is persistently high, affecting service continuity, employee morale and client outcomes. While multiple factors contribute to this, one of the most powerful, and often overlooked, solutions is meaningful employee recognition.

When done well, employee recognition isn’t just a ‘feel-good’ initiative. It’s a strategic tool that can significantly improve engagement, reduce recruitment costs, and strengthen workplace culture. In fact, research published by Harvard Business Review shows that timely, authentic recognition directly correlates with employee motivation and retention. In this article, we explore ten practical, impactful ways to recognise employees in NFP and care-based organisations.

Staff in community, aged care and disability services often work under emotional and physical pressure. Without genuine recognition, many feel overlooked or undervalued, which leads to disengagement and higher attrition. At the same time, the sector faces persistent staffing shortages, making retention more important than ever.

Organisations that embed employee recognition into their culture see the benefits across every level. When employees feel seen and appreciated, they’re more likely to stay, advocate for the organisation, and deliver high-quality care. Recognition also reinforces organisational values, boosts mental wellbeing and builds trust within teams.

Why employee recognition matters in community services settings  

Recognition goes beyond a simple thank-you. Employees operate in high-pressure roles where emotional and physical fatigue are common. Without meaningful acknowledgment, organisations risk high turnover, declining morale, and, ultimately, reduced care quality. Employees want to feel valued, they wish to feel like their contribution matters; where there is no acknowledgement of this, employees tend to disengage. 

On the flip side, genuine employee recognition:  

• Builds trust and loyalty within teams.  

• Improves retention rates, reducing recruitment and training costs.  

• Reinforces organisational values, strengthening workplace culture.  

• Boosts mental well-being and motivation, positively impacting client outcomes.  

The challenge lies in implementing recognition practices that are impactful, sustainable, and contextually relevant. Below, we present innovative, locally tailored strategies. 

10 ways to embed employee recognition in your organisation

Culturally inclusive recognition

Australia’s workforce is highly diverse. Recognising cultural events and milestones helps build belonging and psychological safety across teams. With 37% of Australians born overseas, cultures are central to workforce identity. Recognition practices that celebrate diversity strengthen inclusion. For example, integrating celebrations for cultural events like Lunar New Year acknowledges individual backgrounds while unifying teams. 

Try this:

• Create an internal calendar of cultural and religious celebrations relevant to your staff.

• Involve staff in planning small-scale celebrations that are inclusive and meaningful.

• Highlight how diversity strengthens your workplace in team forums or newsletters.

Recognition through professional development

Training aligned with sector-specific needs, such as micro-credentials in dementia care, not only develops employees but actively supports organisational compliance with reforms.  More broadly it communicates to the employee that they are worthy of further investment. Investing in upskilling not only builds workforce capability but also shows staff that you believe in their long-term value.

Try this:

• Partner with RTOs that offer both in-person and online training.

• Introduce a nomination program for peer-recognised upskilling opportunities.

• Promote free or subsidised sector-specific training like dementia care micro-credentials.

Aligned industry recognition days

Sector-specific events such as “Thank You for Working in Aged Care Day” offer a natural opportunity to spotlight the workforce and build morale. Managing family-driven appreciation initiatives further supports the initiative. 

Try this:

• Collaborate with local businesses for small gifts or mementos.

• Encourage public messages of thanks from clients and families.

• Align the celebration with your organisational values for added impact.

Health and well-being grants

Support your staff’s physical and emotional wellbeing with initiatives that go beyond EAP access. Staff well-being initiatives demonstrate genuine care. Introducing a health allowance for gym memberships, mental health programs, or consultations offers tangible value. 

Try this:

• Provide a small health allowance for gym memberships, counselling, or wellness activities.

• Ensure equitable access across remote and regional teams.

• Partner with local wellness providers where possible.

Digitally enhanced recognition

For dispersed workforces, digital platforms offer scalable recognition solutions. A “Recognition Wall” on the company intranet ensures all teams, whether in Melbourne or Alice Springs, feel valued. 

Try this:

• Add a “Recognition Wall” to your intranet or shared communications platform.

• Link shout-outs to specific values or goals.

• Run training for managers to model the use of digital recognition tools.

Targeted longevity rewards

Acknowledging service milestones, such as tenures based on years, highlights dedication. Offering conference sponsorships or tailored leadership programs demonstrates investment in their future within the organisation. 

Try this:

• Celebrate 5, 10, 15+ year milestones with tailored experiences like leadership courses.

• Offer internal progression support or funded professional events.

• Publicly acknowledge milestones at team or whole-organisation events.

Recognition tied to sustainability

Create recognition opportunities linked to employee efforts around ESG (Environmental, Social, and Governance) initiatives. For example, staff driving waste reduction could be celebrated as “Sustainability Champions.”

Try this:

• Launch “Sustainability Champions” to spotlight staff based initiatives.

• Include recognition of ESG efforts in team updates or newsletters.Allow staff to nominate peers contributing to environmental or social impact.

Recognition for exceptional client feedback

Positive feedback from clients and families is a valuable opportunity to recognise those delivering excellent care.

Try this:

• Set up simple feedback collection processes through email or QR code surveys.

• Develop quarterly or monthly recognition awards based on this input.

• Offer small personalised rewards like leave days or public recognition.

Team recognition

Collectively we are often greater than our individual efforts, and it is sometimes a team’s overall efforts that are recognition worthy.  Team acknowledgements build team working, togetherness and shared goals which can be powerful motivational and morale building tools.

Try this:

• Link team goals to values-driven behaviours and reward collective outcomes.

• Encourage leaders to identify team milestones worth celebrating.

• Use shared wins as a way to build morale and focus.

Locally driven rewards

Partnering with local businesses for rewards ensures meaningful, context-specific recognition. Examples include regional gourmet hampers or staycation vouchers, which resonate more personally than generic gifts. 

Try this:

• Partner with regional vendors to create experience-based rewards.

• Use local produce, event tickets, or short getaways as prize options.Focus on uniqueness and personal value over cost.

How Anson can support your recognition strategy

Recognition doesn’t need to be expensive, but it does need to be thoughtful. At Anson Management Consulting, we work closely with NFP organisations across the care sector to build tailored, sustainable recognition and retention frameworks.

Our team can support you in identifying what matters most to your workforce and designing programs that truly connect. To help you get started, speak with us about a tailored consultation.

Key takeaways

• Recognition boosts morale, retention and performance in NFP care environments

• The most impactful recognition is timely, meaningful and values-based

• Diversity, wellbeing and professional growth are essential focus areas

• Digital and team-based strategies make recognition scalable and inclusive

• Local partnerships can add a unique touch to rewards and experiences

FAQs

1. What’s the most budget-friendly way to recognise staff?

Public recognition through meetings, intranet platforms or newsletters is simple, cost-effective and powerful. Small acts like a hand-written note from leadership can have lasting impact.

2. How often should we recognise employees?

Recognition should be regular and consistent. Consider embedding it into weekly team catchups, monthly check-ins, and key milestone moments.

3. What if our team is spread across remote or regional locations?

Digital tools make it easier to recognise staff from any location. Ensure managers are trained to use them, and offer equitable access to rewards regardless of geography.

Want help designing a recognition program that works?

Anson supports not-for-profit care providers with HR solutions grounded in sector experience. Contact us today to start building a culture of recognition that attracts and retains the people who matter most.