Why I’ve changed my mind on award nights

In the past I’ve been quite snobby about award nights in the HR/L&D field.  I’d argued the only real recognition you should need is from your board/c-suite that you are doing a good job.  However, I’m increasingly being won over as award nights for a number of reasons.

My new found enthusiasm includes that (well organised and robust – not like these) awards are one of the few times that we see robust evaluation of L&D.  For example, I was quite shocked to see how Brandon Hall asked the second of the below questions in their “Learning Measurement 2018” survey.  In my opinion the third option may be perfectly valid, i.e. “not all our…initiatives get measured” – this can be perfectly fine as evaluation requires resourcing (like other activities) and the ‘top’ two options wouldn’t necessarily be correct in that context:


Awards are also increasingly important in sharing best practice in what has become a more transient environment – we’re not realistically seeing books or journal articles on good practice but shorter format blogs, tweets, conference presentations, etc where an award can act as a stamp of quality based on people taking the time to be reflective and analytical of their practice.

There is also the bonus that L&D teams can be too often firefighting problems.  Taking the opportunity to reflect, on actually solving a workforce or performance issue, can be a positive benefit in line with the “celebrate achievement” piece of good team building.