Across Victoria organisations and people within them are considering who they will nominate for the SACS Leadership Awards.  This is a special year for this award, our tenth anniversary.  The idea started with the Local Government sector and the support of the sector for this award has been outstanding – consistent and steadfast over the years.

Subsequently we added awards for the State Government sector and then the Not for Profit sectors, which gave many more leaders a chance to be recognised.  There are prizes at the executive and non-executive levels within each of these sectors – $7500 each, meaning that we give away $45,000 in cash each year for six winners.

Most people submit nominations for their colleagues to show appreciation of their efforts, to be good employers, and to honour a moral belief that this is a good thing to do – these are great reasons for submitting.

We believe that there is an additional, evidence based reason for submitting for this award.  We recently conducted, in partnership with Deakin University, a very significant study into the causes of engagement within employees.  Over 2600 people completed an online survey that measured their levels of engagement and then measured factors related to leadership, team behaviour and organisational characteristics.

Engagement (as measured in the form of Vigour, Dedication and Absorption in accordance with Bakker and Schaufeli’s unifying perspective on engagement – reference below) is an excellent predictor of organisational outcomes such as efficiency, productivity, client and stakeholder satisfaction and internal measures such staff turnover.

In our research we identified a direct correlation of 0.49 between recognition and celebration of success and engagement.  This means that about 25% of the engagement which occurs in workplaces is driven by the degree to which we do things like recognising high performance.

So, why should you nominate people for the SACS awards?  Increased engagement is a very good reason to do so.  Catching people doing something right is a fantastic motivator and productivity improver.

Keep those nominations rolling in and morale and productivity on the rise.

  • Bakker, A.G. (2011). ‘An evidence-based model of work engagement’, Current Directions in        Psychological Science, 20(4), 265-269.


Andrew Marty

Managing Director

SACS Consulting


Andrew Marty