Long service recognition has been a traditional type of employee recognition for decades. Since 1884, HW Holdsworth has worked with companies to recognise employee long service, engraving heritage timepieces and jewellery as part the tradition of long service gifts. Are these traditions out-of-date in our mobile and digital workforce? Read on for the pros and cons of long service recognition, and 4 ways to evolve your long service recognition.
One could argue that when it comes to employee engagement, tenure or long service doesn’t equal impact. Modern performance culture focuses on contribution, creativity and agility, not just long service.
Millennials and Gen Z change jobs more frequently. According to Deloitte’s 2024 Global Gen Z and Millennial Survey, 49% of Gen Zs plan to leave their jobs within two years. Long service may not feel relevant to them — they value development, feedback, and purpose more.
Waiting five or ten years to give meaningful recognition is seen as too little, too late. The most effective programs embed continuous feedback and peer-to-peer recognition instead of once-in-a-decade moments.
When done poorly, long service gifts can come across as hollow — a way for employers to tick a box without investing in real culture or wellbeing. Employees sense that.
With job tenure shrinking (the average is now between 1-4 years in Australia according to the ABS), long service recognition is becoming less common and more meaningful. Recognising it shows your business still values commitment in a fast-moving world.
Amid remote work, global hiring, and increasing contractor roles, long service gifts anchor a sense of belonging and continuity. They're an opportunity to reinforce core values and say: “You matter here.”
Studies show that meaningful recognition (including milestone recognition) can improve engagement and reduce turnover. A Gallup poll found that employees who feel recognised are 55% more likely to still be in their current job at the 2 year mark.
The trend for long service recognition is towards personalised, experience-based, and employee-chosen rewards. The concept still resonates — it just needs a refresh.
A Forbes survey found that long service recognition makes up 87% of companies’ recognition programmes.
While we don’t have easily available statistics on long service recognition practices in Australia, and some extrapolation could be make from US data, long service recognition is definitely an important part of employee engagement strategies in Australian workplaces. The Australian Department of Education holds an annual long service recognition ceremony for their long-serving staff from across Victoria. The National Disability Insurance Agency (NDIA) practices long service recognition for milestones such as 10, 15, 20, 25, 30, 40, and 50 years, reflecting a commitment to acknowledging long-term dedication.
At HW Holdsworth, we partner with over 150 companies from small businesses to multinational corporations to provide long service recognition, supplying well over 12,000 long service gifts a year. We supply everything from 1 year of service awards to 55 years of service awards (our running joke is that you get less service time for murder!)
The most future-fit organisations are redefining long service gifts rather than abandoning them. They are:
Sharing highlights of an employee’s journey or personal impact. This can be done through something formal like a speech at a long service recognition award ceremony, or informal like sharing stories at a team-wide morning tea.
Integrating digital platforms and peer-to-peer recognition is one way long service recognition can be made relevant, especially in hybrid and remote work environments, allowing remote colleagues to join in the celebration and be part of the recognition process.
Through curated platforms, for example a long service gift catalogue, or lifestyle experiences like a gift of a discount for travel or dining. Offering a choice in rewards, for example like PwC’s “My Milestone Rewards” programme, allows for more personalised and meaningful long service gifts.
Gift some corporate merchandise or organise a celebratory event to recognise 1-year, 3-year, or project anniversaries to foster early retention.
Frame long service recognition around shared success, and consider linking it to corporate values recognition.
The real question isn’t “Should we still give long service gifts?”, but rather:
“How can we make long service recognition meaningful for today’s workforce?”
When reimagined with purpose, personalisation, and cultural relevance, long service gifts can be a powerful symbol — not a dusty tradition.
Contact us to find out how you can offer a meaningful and personalised choice of long service gift to your employees to recognise their long service.