People Don’t Leave Jobs—They Leave a Lack of Recognition

Adrian Knowles, CEO, Harcourts Australia, on the Power of Recognition

You’ve probably heard it before, but it bears repeating: ‘employees don’t leave companies, they leave a lack of recognition’.

At Harcourts, where talented individuals are the backbone of our operations, showing appreciation, holding people accountable, and celebrating wins isn’t just nice to have–it’s critical to our success.

Sure, some may question the value of recognition programs, but the data proves their worth. Businesses that invest in these programs experience up to 30% more productivity and see employee turnover reduced by 23%.

When done right, recognition doesn’t just pat people on the back; it connects teams, inspires innovation, and drives performance.

But how exactly do you make sure your awards program packs a punch?

Why Recognition Matters

Employee recognition isn’t just a feel-good initiative; it’s a strategic tool that can transform workplace culture. Here’s why it matters and what it can achieve for organisations like Harcourts:

• Boosts morale and productivity: Employees who feel valued show greater ownership of their role and consistently deliver better results. Studies back this up—with strategic recognition programs, productivity jumps by as much as 30%.

• Retains top talent: Losing great employees is expensive. Recognition linked to individual achievements fosters loyalty and reduces voluntary turnover by 23%.

• Enhances engagement: Authentic appreciation fosters a sense of belonging. When employees feel valued, engagement metrics can climb by over 20%.

• Encourages innovation: Celebrating creativity leads to bold solutions. Employees are more likely to think outside the box when effort and ideas are acknowledged and rewarded.

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The Fundamentals of a Great Awards Program

If you’re aiming for recognition that truly resonates, keep these principles in mind:

• Link it to your values: Awards that align with company values, like teamwork or innovation, strengthen your culture and reinforce what your organisation stands for.

• Make it personal: A general “well done” rarely sticks. Recognition works best when it’s specific and tailored to the individual. Highlight exactly what was achieved to make the moment meaningful.

• Be consistent: Annual awards ceremonies are great, but regular recognition drives motivation year-round. Weekly shout-outs, monthly wins, or team-led initiatives help keep momentum alive.

• Encourage peer-to-peer recognition: It’s not just about leaders acknowledging employees. When team members celebrate each other’s efforts, it builds connection and strengthens relationships.

• Focus on outcomes: Recognition should celebrate achievements that actively drive the business forward, from delivering excellent client service to developing innovative solutions.

  
  

How Recognition Can Transform

Harcourts has a unique opportunity. With such a dynamic and talented workforce, a few key tweaks could elevate our recognition programs into a true cultural highlight:

• Empower peer-to-peer platforms: Introduce tools like Bonusly or Kudos for employees to directly acknowledge one another in small but impactful ways.

• Create micro-moments of praise: Not all recognition has to be on a big stage. A shout-out in meetings, sharing success stories on workplace channels, or giving an “on the spot” thank-you card can make a big difference.

• Make milestones big deals: From work anniversaries to major project completions, take time to celebrate these moments thoughtfully. Whether it’s a thoughtful gift or publicly telling their story, these occasions stick with employees.

• Recognise bold thinking: Rewarding innovative ideas–whether they succeed or not–encourages employees to take risks and reinforces Harcourts’ forward-thinking approach.

  
  

Long-Term Impact of Recognition

Criticism of recognition programs often comes down to them feeling superficial or overly corporate.

But when approached as a genuine investment and woven into business culture, recognition has incredible power.

It fosters trust, builds morale, and encourages innovation.

Teams feel more connected, employees stay longer, and clients see the benefits through outstanding service.

This isn’t just about employee happiness; it’s about creating a thriving business ecosystem.

Time to Act

Recognition starts with you.

Begin by encouraging your teams to call out each other’s wins or implement quick-fire initiatives like weekly shout-outs. Small actions create big ripples.

Don’t forget, the best recognition impact is the unexpected.

And if you’re looking for inspiration, why not explore systems or tools that could elevate your efforts even further? They could be the spark that transforms workplace culture.

Because when you recognise people in meaningful ways, they don’t just rise to the occasion–they soar.