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Employee Recognition Training

Thinka’s ‘Celebrate Recognition’ Workshop

Teams today need to thrive in environments that recognise their value. This isn’t about giving away empty praise; it’s about creating a recognition culture that doesn’t have ‘strings attached’. Celebrate goals achieved, milestones reached, new skills developed and solid teamwork. Public or private, recognition is critical to generating positive feelings that spur ongoing motivation.

What teams will explore

  • Recognition: why it’s not just praise
  • Goodbye to ‘command and control’
  • ‘The dopamine hit’ and why we need it
  • The balancing act: recognition and feedback
  • Public or private: when to give a ‘shout out’

What teams will apply

  • Skills to give authentic recognition
  • Strategies for a positive workplace culture
  • Ways to affirm and promote quality work
  • An ability to give both recognition and feedback
  • A flexible style for different people’s needs
Workshop Purpose

To empower teams, leaders need to understand how to build a culture of recognition. Skills in recognising team members helps leaders increase employee engagement and improve company culture. When teams feel valued, they are more likely to engage in hard work, apply discretionary effort, and continue to learn new skills. The purpose of this workshop is to help leaders recognise employees’ contributions and guide the organisation on building skills in employee appreciation.

Working with teams across Australia, we know that organisations are working hard on employee engagement and employee retention. Here are some reasons why a culture of recognition is becoming more important:

  1. Rise of ‘human skills’: More and more, organisations are investing in helping employees develop human skills (soft skills). Leaders are engaging in goal setting conversations and working on boosting employee morale. Skills in effective employee recognition will help leaders inspire, coach and give positive feedback to team members.
  2. Complex world of work: Living in a ‘VUCA’ (volatile, uncertain, complex and ambiguous) environment means that leaders will need to give confidence and assurance to their teams constantly. Leaders who can connect with their team members and offer different types of recognition will inspire great work and positive impact.
  3. Mental health: 1 in 5 Australians are currently experiencing a mental health issue. When leaders can show appreciation and build a positive employee experience, it fosters greater psychosocial safety. When organisations develop a set of core values that shape a great work environment, it can influence mental health outcomes in positive ways.

Overall, skills in employee recognition can help leaders achieve greater all-round results with their team. With this ‘Celebrate Recognition’ workshop, coaching sessions, and support from peers, leaders can build a culture of appreciation.

Workshop Benefits

With the help of this ‘Celebrate Recognition’ workshop, skills that leaders can put in place to uplift teams include:

  1. Employee morale: Leaders with skills in employee recognition and appreciation are better able to build trust with their teams. Leaders who understand different personality types and types of recognition, can help people see their value and their strengths. 
  2. Direction-setting: New situations, projects and ever-changing work environments call for confidence and direction from leaders. Leaders who are better equipped to support team members have a strong ability to instil certainty and calm in their direct reports. Leaders who inspire can make a big difference to their teams’ levels of self-confidence. 
  3. Relationship management: Team leaders who bring positivity to their relationships, build team confidence and solidarity. Leaders can improve this by understanding the value of a positive work culture and their role and fostering teamwork and connection. A focus on team building and healthy relationships is essential for achieving project outcomes and delivering on initiatives. 
  4. Values alignment: Leaders who connect their teams to company values, encourage greater peer recognition and a more positive workplace culture. When people are aligned to shared values, it influences team effectiveness. Establishing a climate of appreciation starts with values and goals, so everyone is on the same page. 
  5. Professional development: Incentives don’t have to always be employee rewards. Opportunities to grow and develop are important for each individual to connect with their work. Leaders can help their direct reports build a development plan, and support them to achieve their goals with training and coaching opportunities.

By developing skills in employee recognition, leaders can establish strong, dependable teams who feel valued and appreciated.

Workshop FAQs

What is Employee Recognition Training?

Thinka’s ‘Celebrate Recognition’ workshop is specifically designed for leaders to recognise and empower their teams, so team meetings and interactions are more engaging and rewarding. It provides participants with skills training and a personal toolbox to apply their learning and lead with greater confidence. Our experienced facilitators have worked with many Australian leaders on employee recognition and will share case studies and stories to help your leaders.

Why should my organisation offer Employee Recognition Training?

Being part of this ‘Employee Recognition’ workshop can help leaders develop a positive leadership style and engage in better team building. The workshop experience is designed to help leaders learn from each other and discover how to grow a culture of recognition. A top-down approach to building a recognition culture sets a good precedent – as it helps to establish both formal recognition and more informal, social recognition as a company norm.

Who can attend Employee Recognition Training?

Thinka’s ‘Employee Recognition’ workshop is designed for leaders. The skills we focus on are strongly linked to positive psychology and the power of recognition to build a healthy workplace culture. However, training sessions can be easily customised for leaders and teams to do together, or for team member and middle to upper management audiences as well.

Is Employee Recognition only available in person?

We deliver a lot of in-person workshops, but Employee Recognition Training can be delivered as a virtual workshop as well; depending on the organisation’s requirements. It is typically made up of strategies, discussions and a series of activities to support day-to-day application.

The training program can be complemented with coaching sessions with a Thinka coach. Coaching plays an important role in challenging old behaviours and building fresh confidence and capability. Organisations might also opt for a blended program that makes use of eLearning and other forms of media as well.

Working with Thinka was easy and enjoyable. Ben really listened to hear the needs of the group and the outcomes we were wanting to create and then put together a great session that was really interactive. He created a safe space for everyone to be vulnerable and go deep in to the work.

lululemon

Workshop Outline

Delivery Options

In Person Workshop

Virtual Workshop

See Demo

Key Outcomes

1. Leaders who can give recognition inauthentic, meaningful ways.

2. Leaders who role model the value of recognising quality work.

3. Leaders who inspire morale and positive work place culture.

4. Leaders who can balance recognition with constructive feedback.

5. Leaders who know how to flex their style to suit different people.

Target Audience

Leaders

Learning Approach

Experiential and application based learning

Workshops to pair me with:

Deliver Feedback

It’s never personal and always about team
success.

Feedback Training For Leaders

Resolve Conflict

‘Digging in’ and exploring what’s really going on with their people.

Conflict Resolution Skills

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Our in-person workshops maximise opportunities for robust conversation, experiential activities and intensive group work. This is no ‘death by PowerPoint’ experience – our facilitators are skilled in presenting and leading immersive experiences that get the most out of people. Supported by multimedia, attractive takeaway pages and practical strategies for using back on the job – our in-person workshops build a formidable bridge between exploration and application. We have a 10 person minimum for an in person workshop.

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Our virtual workshops breathe fresh life into the online experience with their almost ‘radio show’ feel. Our expert facilitators use a combination of multimedia, questioning techniques and break out activities to target micro-skills – with a focus on application. Supported by an online platform hosting custom-built workshop materials, participants can be assured of a lively, dynamic session that has a distinct bias to action. We have a 6 person minimum for a virtual workshop.
Q
Q
This audience includes ‘middle management’ leaders who support team members in capability building. The skills are geared toward increasing leadership effectiveness and driving performance in team members in modern work contexts. These skills are flexible and built to grow with individuals as they evolve in their leadership journeys.
Q

Thinka believes that every learner needs to walk away being able to do something differently once they’ve engaged in a learning solution. The real power is in every individual applying their learning. Our behaviour-based methods, supported by the latest research, are key to making the steps for change relevant and realistic.

Thinka supports with methods like storytelling, experiential activities or rich questioning, but ultimately, we know the integration between solution and real world is the most crucial part of the learning experience. That is why we look for ways to ‘build a bridge’ between the solution we provide and what happens back out on the job.

Whether it’s an application template, a set of strategies, some tips or a ‘how to’ model – we work hard to provide every learner with not just information but the tools they need to make a real difference.