Review contracts and agreements for the obligations they create around recognition and celebration.
Building Recognition and Achievement Celebration Programmes
Move recognition and celebration from general awareness to a repeatable, reviewable practice.
📍 Istanbul🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
Policy on recognition and celebration is judged by how it is applied in the difficult cases, not the easy ones. People decide what the people management and development discipline really means by watching who gets promoted. Applied research in people management and development consistently shows that early structure around this aspect of people management and development reduces downstream rework. The programme converts recognition and celebration from an area of general awareness into a set of repeatable practices. Work is grounded in real cases drawn from the practice within people management and development, which each participant adapts to conditions in their own organisation. Teams frequently over-invest in documenting this part of people management and development and under-invest in testing it. Participants come from operational and oversight roles, and both perspectives on recognition and celebration are used deliberately. Participants finish able to explain the people management and development discipline to a non-specialist audience without losing precision. Participants finish with a short, specific brief on this area of people management and development ready to put in front of a decision maker.
Expected Learning Outcomes
Design the communication that makes recognition and celebration understood rather than merely announced.
Build a register of the risks attaching to recognition and celebration and keep it current.
Adapt recognised practice on recognition and celebration to local constraints without hollowing it out.
Align recognition and celebration with the organisation's workforce plan rather than treating it in isolation.
Prepare managers for the emotional load recognition and celebration places on them.
Design a policy on recognition and celebration that is fair, lawful and actually usable by line managers.
Who Should Attend
Analysts producing the data on which decisions about recognition and celebration rest.
Managers in small and medium organisations who own recognition and celebration alongside other duties.
Individuals developing their own capability in recognition and celebration.
Legal and compliance advisers reviewing recognition and celebration.
Senior leaders accountable for the culture recognition and celebration produces.
Recruitment and resourcing staff affected by recognition and celebration.
Course Modules
Recognition and celebration: records, privacy and legal defensibility
2 sessions · 8 pointsSession 1Costing recognition and celebration honestly, including the cost of inaction
- Set the annual review point for recognition and celebration and who attends.
- Check that recognition and celebration complies with current labour regulation in every location.
- Test the procedure for recognition and celebration against a realistic scenario.
- Check that recognition and celebration still works when volumes rise unexpectedly.
Session 2Writing a policy on recognition and celebration a line manager can actually use
- Build the competence framework that supports recognition and celebration.
- Train line managers on recognition and celebration rather than handling every case centrally.
- Record what was learned when recognition and celebration did not go as planned.
- Script the difficult conversation recognition and celebration requires and rehearse it.
Recognition and celebration: evidence, data and honest measurement
2 sessions · 8 pointsSession 1The hard cases in recognition and celebration and how to reason about them
- Prepare the response for the most likely failure in recognition and celebration.
- Ask employees what recognition and celebration feels like from their side.
- Test the policy on recognition and celebration against three real cases from the past year.
- Pilot changes to recognition and celebration in one area before wider rollout.
Session 2Who answers for recognition and celebration, and to whom
- Define who decides on recognition and celebration and who may only recommend.
- Write down the assumptions underpinning the approach to recognition and celebration.
- Plan the sequence in which improvements to recognition and celebration will be introduced.
- Build the appeals route for recognition and celebration and publish it.
Recognition and celebration: exceptions, appeals and difficult cases
2 sessions · 8 pointsSession 1Applying recognition and celebration consistently to the person you like least
- Plan succession for roles most exposed to recognition and celebration.
- Measure the effect of recognition and celebration on retention and performance, not activity.
- State the purpose of recognition and celebration in one sentence a new manager would understand.
- Build the internal briefing that explains recognition and celebration to those affected.
Session 2Appeals and grievances arising from recognition and celebration
- Estimate the resource recognition and celebration requires to run as designed.
- Compare intended and actual outcomes of recognition and celebration honestly.
- Estimate the cost of recognition and celebration and the cost of leaving it unchanged.
- Identify the data the organisation already holds that bears on recognition and celebration.
Recognition and celebration: review, learning and adjustment
2 sessions · 8 pointsSession 1Explaining recognition and celebration so people believe it
- Review whether recognition and celebration is aligned with the objectives of the workforce.
- Draft the minimum viable people policy for recognition and celebration.
- Name a single owner for each element of recognition and celebration.
- Identify where judgement in recognition and celebration is legitimate and where it is not.
Session 2Reading the current state of recognition and celebration honestly
- Set escalation thresholds for recognition and celebration that work out of hours.
- Design the communication for recognition and celebration around the questions people will actually ask.
- Agree the smallest change to recognition and celebration that would be visibly useful.
- Remove steps in recognition and celebration that add effort without adding assurance.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
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