Recognitions
Burnout and morale after a year of disruption
Public-sector employees faced rising burnout throughout 2025, creating new challenges for organizations working to maintain engagement and morale. Changes to the federal workforce placed additional pressure on employees, making strong leadership and workplace culture even more important.
According to Gallup's 2026 analysis, federal employees experienced larger increases in burnout—and greater declines in engagement and job satisfaction—than their state, local, and private-sector peers. During Q2 2025, federal employees were 8–9 percentage points more likely to report high burnout than state and local government workers.
While employee experience largely rebounded by the end of 2025, Gallup found that trust, workplace culture, and leadership were the key factors separating teams that adapted successfully from those that struggled. A consistent culture of recognition can help reinforce those connections, supporting employees through periods of change and uncertainty.
A hard-to-fill, aging workforce with a thin bench
Recruiting across state and local government has improved since 2022, but many critical positions remain difficult to fill. Engineering roles, in particular, continue to face hiring challenges alongside professions such as policing and nursing.
According to the MissionSquare 2025 State and Local Government Workforce Survey, nearly half of government agencies cite retirements as a pressing workforce challenge. At the same time, 61% of agencies report having no formal succession plan, putting valuable institutional knowledge at risk as experienced employees leave.
As long-tenured staff retire and hiring remains competitive, retaining experienced employees and ensuring knowledge transfer have become increasingly important priorities for public-sector organizations.
Winning — and keeping — the next generation
The public-sector workforce is older than the private-sector workforce, creating long-term challenges as experienced employees retire and fewer younger workers enter government careers.
According to the U.S. Office of Personnel Management (2026), only 7% of federal employees are under the age of 30, compared to roughly 22% of the non-government workforce. McKinsey reports similar findings, estimating that fewer than 9% of government employees are under 30.
Retention is also a challenge among younger employees. The Stanford Social Innovation Review (2024) found that Gen Z represents less than 2% of the government workforce and experiences 12% turnover—approximately twice the rateof other age groups.
Younger workers are often motivated by purpose and the opportunity to make an impact. Organizations that consistently recognize those contributions can reinforce that sense of purpose, helping turn early interest in public service into long-term commitment.
The Reality of Burnout in ManufacturingHard work drives this industry: long shifts, quick problem-solving, and relentless follow-through. But there is a fine line between dedication and burnout. When once-reliable employees disengage, call out more often, or quietly job hunt, it takes a toll on productivity, retention, and morale. Addressing burnout isn’t just good for employees—it is essential for long-term success. |
|
 |
|
|
|
Balancing Expansion and Retention: The Future of Hiring in ManufacturingTurnover and retirement rates have been steadily increasing, with 66% of manufacturers reporting that filling open positions now takes longer. The challenge of recruiting skilled workers has put additional pressure on companies, forcing them to refine hiring strategies and invest in employee retention efforts. |
Consequences of a poor manufacturing work cultureA lack of creativity and innovation leaves employees disengaged, hindering both personal growth and company progress. In manufacturing, poor culture often drives workers to seek more fulfilling roles elsewhere. This revolving door effect reduces productivity and increases training costs. While there’s momentum to improve culture, real change requires a fundamental shift in mindset—one that takes time, commitment, and a break from outdated norms. |
|
 |
Where Recognition Meets Results
Recognition That Retains
Rewardian helps government organizations address retention by fostering a culture of recognition and appreciation. By highlighting contributions tied to values like service and teamwork, employees feel more valued and connected to their mission. Regular recognition boosts morale, reduces burnout, and ultimately drives higher job satisfaction, stronger engagement, and lower turnover.
Recognition Redefines Government Culture
Rewardian helps government organizations build a positive, collaborative culture through employee recognition. Celebrating achievements in service, teamwork, and community reinforces shared values and fosters pride. Consistent recognition builds trust, strengthens morale, and encourages alignment with organizational goals.
Recognizing Excellence in Government Work
Rewardian enhances recognition in government roles by aligning it with values like public service and teamwork. Its platform empowers managers and peers to celebrate contributions, making employees feel appreciated. A consistent culture of acknowledgement boosts morale, reinforces mission-driven behavior, and strengthens team connections.
Where Recognition Meets Results
Recognition That Supports Retention
Rewardian helps government organizations build a culture of recognition by highlighting contributions tied to values like service and teamwork. When employees feel valued and connected to their mission, recognition can support higher morale and engagement — one factor, alongside pay and workload, in stronger retention.
Recognition That Reinforces Culture
Celebrating achievements in service, teamwork, and community reinforces shared values and pride — helping build the trust and leadership connection Gallup identified as the difference-maker in 2025–26.
Recognition that reaches every department. Rewardian’s peer-to-peer and manager-to-employee recognition empowers colleagues and managers to celebrate contributions across departments and locations, reinforcing mission-driven work.
Built for the public-sector security bar
Rewardian is SOC 2 Type II certified, PCI certified, and GDPR compliant, with single sign-on (SSO) and secure multi-tenant infrastructure. Rewards span 500K+ options — merchandise, gift cards, and no-minimum branded swag — with travel, experiences, and concierge available on higher program tiers.