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Seb Anthony

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Reward/Recognition Schemes for Trainers


Granted a 'Well Done' works well for majority of people, especially in the tiring and often hectic world of training.

I am looking for ideas on a reward/recognition scheme for a team of trainers. Historically recognition has come in the form of appraisals resulting in a potential bonus payment. This is based upon a number of factors and KPI's as per norm. As well as any internal operational recognition schemes

I would like to create something that rewards effort and improvements by the individual, not necessarily the best one, that will inspire and motivate.

I would love to hear from anyone who has successfully implemented something similar or indeed anyone who tried and failed in a similar project. What's worked, what didn't etc.

Any thoughts and ideas would be muchly appreciated.

Thanks Ben

4 Responses

  1. Rewards

    Hi Ben

    I think the only worthwhile reward in this business is happy and satisfied delegates / clients.

    Providing you are getting a salary you consider fair then I can’t think of much an employer could offer that would make any difefrence at all.

    Perhaps offer an "new idea of the month" reward to keep them interested in CPD?

    Bonuses and insentive payments are not for Trainers me thinks…

    Interesting to see what others think.




  2. rewarding trainers

    Hi Ben,

    We are working on the issue too for some years already. First we set up a bonus linked to the satisfaction of the participants (happy sheets, level 1 Kirkpatrick), which made our trainers focus more on the "entrertainment" part of the training than on obtaining true results. We then changed the system in a small bonus for each day delivered. This came from the idea that the more a trainer delivers, the better he becomes, as well as makes him "sell" himself to the account managers. The system is not ideal, but works pretty well and is felt as motivating.

    A true comprehensive system should be based on measurable indicators, including feedback from the client (contractor), the participants, as well as the trainers’ direct supervisor (like level 3 in Kirkpatrick’s model). One issue we have been facing is that the clients are not always available to provide such feedback and/or inputs, especially not about each session separately when it is a longer/bigger project.

    Hope to have helped you a step further!


  3. Discuss

    Have you thought of having a sit down discussion with the people involved and ask what it is that matters to them? What do they want rather than presuming to project ours or your values on to them?

    I think that would be a very interesting discussion to have and to find out from the very people you are seeking to motivate and reward what it is that motivates and rewards them.

    Just a thought.

  4. Trainer Recognition

    Thanks for your thoughts around the question I asked. Nice to get a balance of opinion. 

    Definatly think this is something that requires a lot of thought and structure as a bit of a holy grail possibly. The quest will continue.

    Thanks all


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