Recognise early indicators that short and long-term incentives is drifting away from its intended design.
Designing Short-Term and Long-Term Incentive Programmes
Learn to design, measure and defend your organisation's approach to short and long-term incentives.
📍 Tunis🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
Data on short and long-term incentives is abundant; insight about it is not. Most disputes about long-term incentives begin as a conversation that was handled badly. Participants take away a working set of documents supporting this strand of people management and development, ready to be adapted internally. What blocks progress on short and long-term incentives is usually unclear ownership rather than unclear intent. The professional literature on this area of people management and development converges on a small set of controls that reliably work. Every module pairs a short input on long-term incentives with structured practice on the participant's own material. The programme suits teams tackling short and long-term incentives together as readily as individuals attending alone. It establishes a shared vocabulary for long-term incentives so that teams can disagree productively about it. The course ends by identifying what the participant will stop doing to make the people management and development discipline sustainable.
Expected Learning Outcomes
Integrate long-term incentives into existing management routines rather than running it separately.
Build a concise people policy for short and long-term incentives that colleagues can follow without further explanation.
Address the equity and inclusion implications of long-term incentives deliberately.
Build the evidence base on short and long-term incentives from data the organisation already collects.
Structure records relating to long-term incentives so they satisfy legal and privacy obligations.
Ensure decisions taken under short and long-term incentives would withstand external scrutiny.
Who Should Attend
Public sector personnel officers applying short and long-term incentives within regulation.
Learning and development officers building capability in long-term incentives.
Recruitment and resourcing staff affected by short and long-term incentives.
Members of committees that take decisions affecting long-term incentives.
Talent and organisational development specialists working on short and long-term incentives.
Public sector officials applying long-term incentives within a regulated framework.
Course Modules
Short and long-term incentives: records, privacy and legal defensibility
2 sessions · 8 pointsSession 1Who answers for short and long-term incentives, and to whom
- Set the consistency check that catches uneven application of short and long-term incentives.
- Ask employees what long-term incentives feels like from their side.
- Confirm that contractual obligations around short and long-term incentives are understood.
- Check that records of long-term incentives answer the questions likely to be asked.
Session 2Escalation and decision rights in long-term incentives
- Design the communication for short and long-term incentives around the questions people will actually ask.
- Set escalation thresholds for long-term incentives that work out of hours.
- Test the policy on short and long-term incentives against three real cases from the past year.
- Name a single owner for each element of long-term incentives.
Long-term incentives: the manager conversation that decides the outcome
2 sessions · 8 pointsSession 1What your existing data already says about long-term incentives
- Document the reasoning for every exception granted under short and long-term incentives.
- Identify the data the organisation already holds that bears on long-term incentives.
- Estimate the cost of short and long-term incentives and the cost of leaving it unchanged.
- Check that long-term incentives complies with current labour regulation in every location.
Session 2Keeping long-term incentives alive after the initial push
- Draft the minimum viable people policy for short and long-term incentives.
- Distinguish symptoms from causes when long-term incentives underperforms.
- Set out how exceptions to short and long-term incentives are requested and approved.
- Collect evidence on the present handling of long-term incentives before proposing changes.
Long-term incentives: capability across the management line
2 sessions · 8 pointsSession 1Reviewing long-term incentives against what actually happened
- Rank the weaknesses in short and long-term incentives by consequence rather than by ease of fixing.
- Anticipate the objections long-term incentives will raise and prepare the answers.
- Measure the effect of short and long-term incentives on retention and performance, not activity.
- Review long-term incentives for unintended equity effects across groups.
Session 2Keeping records on short and long-term incentives that are lawful and useful
- State the purpose of short and long-term incentives in one sentence a new manager would understand.
- Rehearse the briefing on long-term incentives that would follow an incident.
- Compare intended and actual outcomes of short and long-term incentives honestly.
- Review whether long-term incentives is aligned with the objectives of the workforce.
Long-term incentives: communication and employee understanding
2 sessions · 8 pointsSession 1Writing a policy on long-term incentives a line manager can actually use
- Build the internal briefing that explains short and long-term incentives to those affected.
- Set the review interval for long-term incentives and who attends.
- Plan succession for roles most exposed to short and long-term incentives.
- Script the difficult conversation long-term incentives requires and rehearse it.
Session 2Costing long-term incentives honestly, including the cost of inaction
- Confirm records relating to short and long-term incentives meet retention and privacy rules.
- Build the appeals route for long-term incentives and publish it.
- Agree the smallest change to short and long-term incentives that would be visibly useful.
- Estimate the resource long-term incentives requires to run as designed.
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
We will contact you within one business day to confirm.