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HR · Human Resources · programme 07

Celebrate successes

Mark the moment after reaching a milestone or completing a major project.

Why this programme

A short, intense session, built like an interactive ceremony. The cinematic sequences are personalised to the project being celebrated: the names, the figures, the photos. The room relives the key moments through play, and each team leaves with its place in the story.

Love does not consist in gazing at each other but in looking outward together in the same direction.

Antoine de Saint-Exupérywriter and aviatorWind, Sand and Stars (Terre des hommes), chap. VIII “Men”, 1939

What your teams experience

  1. The project film: put the key stages back in order, in pictures.
  2. Success in figures: estimate the project’s results, with a reveal on screen.
  3. Behind the scenes: a quiz on the project’s anecdotes, prepared with you.
  4. The podium: a closing cinematic that puts every team in the spotlight.

Each activity opens and closes with a projected cinematic sequence, personalised for your teams. The facilitator sets the pace: nothing moves forward without them.

What the company gains

A celebration that goes beyond a speech, and a memory shared by everyone who contributed.

1 in 3

Only one in three workers strongly agree they received recognition or praise for good work in the past seven days; those who don't are twice as likely to say they'll quit within a year.

GallupEmployee Recognition: Low Cost, High Impact, 2016

How we tailor it to you

Your wording, departments, figures and photos are built into the challenges and cinematic sequences, to the letter. The look follows your brand guidelines. Teams are formed on the spot or based on your organisation chart. The session report is delivered to you after the event.

The sources of this programme

Every game, measure and reminder in this programme builds on published research. The facilitator cites it in the debriefs, and you can check every reference.

  1. Amabile, T. M., & Kramer, S. J. (2011). The Progress Principle. Harvard Business Review Press (ouvrage) ; « The power of small wins », HBR, 89(5). hbr.org/2011/05/the-power-of-small-wins
  2. Stajkovic, A. D., & Luthans, F. (2003). Behavioral management and task performance in organizations. Personnel Psychology, 56(1), 155-194. 10.1111/j.1744-6570.2003.tb00147.x
  3. Grant, A. M., & Gino, F. (2010). A little thanks goes a long way. JPSP, 98(6), 946-955. 10.1037/a0017935
  4. Gable, S. L., Reis, H. T., Impett, E. A., & Asher, E. R. (2004). What do you do when things go right? JPSP, 87(2), 228-245. 10.1037/0022-3514.87.2.228
  5. Ross, M., & Sicoly, F. (1979). Egocentric biases in availability and attribution. JPSP, 37(3), 322-336. 10.1037/0022-3514.37.3.322
  6. Caruso, E. M., Epley, N., & Bazerman, M. H. (2006). The costs and benefits of undoing egocentric responsibility assessments in groups. JPSP, 91(5), 857-871. 10.1037/0022-3514.91.5.857
  7. Hobson, N. M., Schroeder, J., Risen, J. L., Xygalatas, D., & Inzlicht, M. (2018). The psychology of rituals. PSPR, 22(3), 260-284. 10.1177/1088868317734944
  8. Deci, E. L., Koestner, R., & Ryan, R. M. (1999). A meta-analytic review of experiments examining the effects of extrinsic rewards on intrinsic motivation. Psychological Bulletin, 125(6), 627-668. 10.1037/0033-2909.125.6.627
  9. Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. JAP, 71(3), 500-507. 10.1037/0021-9010.71.3.500
The foundations shared by all our programmes (20 references)

The mechanics of our sessions: team play, the debrief, the before-and-after measure, spaced reminders.

  1. Klein, C., DiazGranados, D., Salas, E., et al. (2009). Does team building work? Small Group Research, 40(2), 181-222. 10.1177/1046496408328821
  2. Salas, E., DiazGranados, D., Klein, C., et al. (2008). Does team training improve team performance? A meta-analysis. Human Factors, 50(6), 903-933. 10.1518/001872008X375009
  3. McEwan, D., Ruissen, G. R., Eys, M. A., Zumbo, B. D., & Beauchamp, M. R. (2017). The effectiveness of teamwork training on teamwork behaviors and team performance. PLoS ONE, 12(1), e0169604. 10.1371/journal.pone.0169604
  4. Tannenbaum, S. I., & Cerasoli, C. P. (2013). Do team and individual debriefs enhance performance? A meta-analysis. Human Factors, 55(1), 231-245. 10.1177/0018720812448394
  5. Blume, B. D., Ford, J. K., Baldwin, T. T., & Huang, J. L. (2010). Transfer of training: A meta-analytic review. Journal of Management, 36(4), 1065-1105. 10.1177/0149206309352880
  6. Gollwitzer, P. M., & Sheeran, P. (2006). Implementation intentions and goal achievement: A meta-analysis. Advances in Experimental Social Psychology, 38, 69-119. 10.1016/S0065-2601(06)38002-1
  7. Roediger, H. L., & Karpicke, J. D. (2006). Test-enhanced learning. Psychological Science, 17(3), 249-255. 10.1111/j.1467-9280.2006.01693.x
  8. Cepeda, N. J., et al. (2006). Distributed practice in verbal recall tasks. Psychological Bulletin, 132(3), 354-380. 10.1037/0033-2909.132.3.354
  9. Howard, G. S. (1980). Response-shift bias. Evaluation Review, 4(1), 93-106. 10.1177/0193841X8000400105
  10. Stasser, G., & Titus, W. (1985). Pooling of unshared information in group decision making. JPSP, 48(6), 1467-1478. 10.1037/0022-3514.48.6.1467
  11. Mesmer-Magnus, J. R., & DeChurch, L. A. (2009). Information sharing and team performance: A meta-analysis. JAP, 94(2), 535-546. 10.1037/a0013773
  12. Prentice, D. A., & Miller, D. T. (1993). Pluralistic ignorance and alcohol use on campus. JPSP, 64(2), 243-256. 10.1037/0022-3514.64.2.243
  13. Aronson, E., et al. (1978). The Jigsaw Classroom. Sage (ouvrage).
  14. Galton, F. (1907). Vox populi. Nature, 75, 450-451. 10.1038/075450a0
  15. Kahneman, D., Fredrickson, B. L., Schreiber, C. A., & Redelmeier, D. A. (1993). When more pain is preferred to less: Adding a better end. Psychological Science, 4(6), 401-405. 10.1111/j.1467-9280.1993.tb00589.x
  16. Kolb, D. A. (1984). Experiential Learning: Experience as the Source of Learning and Development. Prentice Hall (ouvrage).
  17. Sitzmann, T. (2011). A meta-analytic examination of the instructional effectiveness of computer-based simulation games. Personnel Psychology, 64(2), 489-528. 10.1111/j.1744-6570.2011.01190.x
  18. Lichtenstein, S., Fischhoff, B., & Phillips, L. D. (1982). Calibration of probabilities: The state of the art to 1980. In D. Kahneman, P. Slovic & A. Tversky (dir.), Judgment under Uncertainty, 306-334. Cambridge University Press (ouvrage).
  19. Surowiecki, J. (2004). The Wisdom of Crowds. Doubleday (ouvrage).
  20. Butler, A. C., & Roediger, H. L. (2008). Feedback enhances the positive effects and reduces the negative effects of multiple-choice testing. Memory & Cognition, 36(3), 604-616. 10.3758/MC.36.3.604

Before you book

What is digital team building?

A team building session in which teams play challenges on participants' phones while a big screen shows the running order, the scores and the cinematic sequences. A facilitator runs the room from start to finish. Everything happens in person.

Do we need to install an app?

No. Participants scan a QR code and play in their phone's browser. No account, no password, no installation. It works on iPhone and Android.

Is there a limit on the number of participants?

No. The platform adapts to your headcount, from a small team to the whole company, in one or several rooms.

Demo

See “Celebrate successes” in action.

Thirty minutes on your premises. You play a challenge and see the report at the end.

Request a demo