LGR can be unsettling for staff. Uncertainty about roles, new reporting lines, and shifting cultures can all take a toll on morale. But it can also be a moment to re-engage, re-skill, and re-energise the workforce.
The councils that navigate LGR most successfully are those that invest in their people. That means clear communication, visible leadership, and opportunities for staff to shape the change – not just be on the receiving end of it.
It also means supporting continuous performance management. Digital tools can help councils facilitate real-time feedback, set clear objectives, and create opportunities for career progression. These platforms also enable managers and peers to recognise achievements and give praise for a job well done – helping to build a culture of engagement and accountability.
Motivated and engaged employees are not only more productive – they’re also more likely to stay. Research from the MissionSquare Research Institute and OMHRA shows that factors such as professional development, recognition, and clear career pathways improve retention in the public sector. A cohesive, focused workforce with shared goals and transparent objectives is essential for successful LGR.
When staff feel valued, supported, and aligned with the organisation’s mission, they’re more likely to contribute discretionary effort and drive transformation forward. In short, investing in people isn’t just good practice – it’s a strategic imperative.
