10 ways HEIs are proactively addressing reward and recognition

A quick insight: Reward and recognition in higher education goes beyond pay to include how people feel valued, acknowledged and supported. Many institutions are improving satisfaction by reviewing pay and career pathways, benchmarking benefits, offering development opportunities and embedding regular recognition from leaders. Combining financial and non-financial approaches helps strengthen engagement, morale and retention across campuses.

We all know that reward and recognition are important to employee engagement. We also know that, when it comes to higher education, this can be a tricky area to navigate. As much as we would like to pay our employees more, the reality is that all HEIs are on a budget. You need to keep your institution running smoothly and you need to keep your employees happy. So what’s the answer?

We work with 75+ universities and we’ve had the opportunity to explore what practical steps they’ve put in place to improve employee sentiment in the area of reward and recognition. It’s worth noting that while financial rewards like pay and benefits play a significant part, recognition — acknowledging an employee’s contributions and achievements — is equally important. 

Our benchmark data shows that only 48% of HEI employees are satisfied with their benefits, and satisfaction with pay is even lower, at 46%. These statistics highlight a clear gap, underscoring the need for institutions to adopt a holistic approach to reward and recognition. Below, we examine 10 ways HEIs are addressing these challenges.

Though the examples below come from HEIs, the principles can also be applied to the private sector to markedly improve employee engagement through improved reward and recognition.

Related: Non-financial incentives to keep employees motivated

1. Conducting a comprehensive review of pay scales and career pathways

HEIs are going a long way to tackling pay dissatisfaction by reviewing pay scales and career pathways. Transparency is key — when employees understand the criteria for promotions or salary increments, it reduces ambiguity and builds trust.

For academic and professional services staff alike, clearly defined career pathways provide motivation and a sense of direction. This approach not only improves morale but also aids retention, as staff are less likely to seek external opportunities when they see potential for growth within their institution.

2. Benchmarking benefits against other institutions

Competitiveness in terms of benefits is something HEIs need to discuss if they’re to retain top talent — this is something one of our clients appreciates and is actively addressing. By benchmarking offerings against other institutions, HEIs can identify gaps and improve packages to attract and retain staff.

When staff see that their institution is aligned — or ahead — of sector standards, it builds loyalty and really improves the perception of reward.

3. Offering more development opportunities

Investing in staff development is a powerful way to demonstrate value. HEIs are increasingly offering workshops, training programmes and team-building events to empower employees to expand their skills and build networks.

For example, academic staff may benefit from workshops on research grant applications, while administrative staff might gain from leadership training. These opportunities enrich employees’ professional lives, making them feel appreciated and invested in by their institution.

Related: 7 Benefits of supporting career development in Professional Services within higher education

4. Clarifying roles and responsibilities

Ambiguity in roles can lead to frustration and reduced engagement. HEIs are addressing this by clearly outlining job responsibilities and demonstrating how individual roles align with broader institutional goals.

This approach helps employees feel connected to their institution’s mission and recognise the value of their contributions. Clear role definitions also mitigate feelings of being overburdened with tasks outside their remit, improving overall workplace satisfaction.

5. Encouraging open dialogue about salary expectations

Transparent conversations about pay can significantly improve perceptions of fairness. HEIs are encouraging open discussions around salary expectations, pay progression and the steps required for promotions.

These discussions help employees feel heard and valued, reducing tensions caused by uncertainty. It also enhances trust between staff and leadership, as employees can see a clear pathway to financial recognition.

6. Introducing recognition initiatives

Recognition is an important, non-financial component of reward, and HEIs are implementing initiatives to celebrate achievements. One of our clients has seen great results by giving out vouchers, sending personalised thank-you postcards and publicising successes on internal communication platforms.

Such gestures, though small, can have a profound impact. They show staff that their efforts are seen and valued, creating a positive work culture that boosts engagement.

Related: 5 ways HEIs are actively improving their physical work environment

7. Featuring staff accomplishments in newsletters and meetings

Celebrating staff achievements publicly is another effective strategy to improve sentiment around reward and recognition. By highlighting successes in newsletters or team meetings, HEIs create a sense of pride and accomplishment among employees.

This approach not only recognises the individual but also inspires others across departments, building a sense of community. Regularly showcasing accomplishments also reinforces a culture of appreciation within the organisation.

8. Encouraging managers to recognise staff regularly

Managers and team leaders play a massive role in building a culture of recognition. HEIs are encouraging regular acknowledgements, particularly during monthly or quarterly meetings.

This consistent appreciation keeps motivation high and reinforces positive behaviours. A simple thank-you from a manager can go a long way in making an employee feel valued and motivated to perform their best.

9. Using one-on-one meetings to assign engaging tasks

Recognising what motivates individual employees is vital. HEIs are leveraging one-on-one meetings to understand which tasks employees find most engaging and aligning work accordingly.

This personalised approach not only enhances productivity but also shows employees that their interests are valued. Assigning work that aligns with strengths can lead to greater job satisfaction and a stronger sense of reward.

10. Varying work distribution to prevent monotony

Repetition can lead to disengagement over time. HEIs are addressing this by varying the distribution of tasks, giving employees the opportunity to tackle different challenges.

This approach keeps work dynamic and interesting, helping staff feel energised and valued. It also provides opportunities to develop new skills, further enhancing the sense of reward within their roles.

Reward and recognition go beyond pay and benefits — they encompass every interaction that makes employees feel valued. HEIs that adopt a balanced approach, considering both financial and non-financial factors, stand a better chance of improving engagement and retention.

To see how we can help you improve levels of employee engagement at your HEI, get in touch for a higher education staff survey.

Read more in our HE Actions series:

12 Ways unis are improving wellbeing in higher education

5 ways HEIs are actively improving their physical work environment

How HEIs are improving communication at work

How HEIs are creating a sense of purpose at work

How universities are tackling equal treatment for staff

7 Steps universities are taking to improve training & development

10 Ways to leadership and management in higher education