skip to Main Content

Entering the Awards

“Business Psychology is the study and practice of improving working life.  It combines an understanding of the science of human behaviour with experience of the world of work, to attain effective and sustainable performance for both individuals and organisations”

The Association for Business Psychology’s Workforce Experience Awards programme offers a unique and distinctive platform for the celebration of excellence in applying psychology to improve working lives.

Whilst many Awards programmes exist in the field of Human Resources generally and in various psychological disciplines, the ABP Workforce Experience Awards focus directly on demonstrating the commercial and practical value of Business Psychology to organisations and their workforces.

The ABP is inviting Award submissions in each of the categories described here before the submission deadline.

Individuals, teams and organisations can enter (“Entrants”).  External consultants/suppliers can enter with or on behalf of their clients. By making a submission to the Awards, Entrants agree to be bound by the Terms of the Awards Programme. For entries to be eligible for consideration they must meet the Eligibility Criteria.

Please note that we have introduced some changes to the Awards Categories and Assessment Critieria for 2019. 

Categories for submissions

From 2019 we are introducing some changes to the Awards Categories, as follows:

Entrants to this category are invited to demonstrate rigour in the field of assessment, broadly defined, for an individual, group or organisation.  Entries might include, for example, rigour and/or innovation in i) measurement of new or interesting concept/s that are relevant to the world of work, ii) the use of technology in the delivery of assessment/s, and/or iii) effective ways of delivering the results of assessment processes.

Entrants to this category are invited to demonstrate successfully supporting an individual, group or organisation in i) becoming aware of the need for change, ii) assisting through a change process, and/or iii) embedding change to ensure new practices are long lasting.

This category was previously called ‘Excellence in Coaching and/or Training’, and continues to welcome the same range of submissions, but with an updated title. Entrants to this category are invited to demonstrate how any L&D work, training and/or coaching intervention has had a significant impact on the success of an individual, group or organisation.  The rationale for the approach chosen will be considered, as well as the strength of the evidence collected to demonstrate effectiveness.

This category was previously called Excellence in Employee Engagement. We continue to encourage specific employee engagement projects and have updated the category to open this out to all work involving the employee experience.  Entrants to this category are invited to demonstrate rigour and/or innovation in the area of employee experience as well as employee engagement (defined broadly to include the causes and consequences of feelings of absorption in one’s work).  Entries might include, for example, rigour and/or innovation in i) the measurement approach used, ii) an intervention made to increase engagement, and/or iii) the approach taken to demonstrate effectiveness.

Where previously we had one category encompassing ‘Health, Wellbeing & Inclusiveness’, we recognise how important both topics are as standalone categories today. As such, we have separated this into two categories focussed on each area. Entrants to this category might include work across any areas of business psychology which address D&I challenges in the workplace.

We will also continue to recognise the importance of psychology in supporting health and wellbeing in the workplace. Entrants to this category are invited to demonstrate how they have dealt with the apparent juxtaposition of employee health and wellbeing and business performance.   Entries might include, for example, rigour and/or innovation in i) improving health and wellbeing, including mental health, ii) creating safe, user-friendly work environments and/or iii) enhancing work-life balance.

We are introducing this new category for 2019. Entrants to this category are invited to demonstrate how they are using psychology to make a difference beyond the workplace to people and wider society – whether this is around social mobility, environmental challenges or charitable endeavours.  For this new category, the assessment criteria ‘extent of impact’ will explicitly assess impact on society.

We are replacing the Excellence in Innovation category with this new category which explicitly seeks to showcase how psychology and innovative technology are combined to drive fundamental changes in business, whether through Artificial Intelligence, Virtual Reality, Data Analytics or other emerging fields. We know that psychology is central to the effective application of these technologies and indeed is embedded in tech-enabled products and service, and we know that business psychologists are making a huge contribution here. We want to hear about this work and celebrate it.

In all cases, Entrants are invited to demonstrate rigour in the evaluation of the business psychology intervention described, the data that allowed a clear picture of the efficacy to emerge.  The methods or techniques applied and the outcome derived will be assessed on rigour of evidence and the strength of the science.

For 2019, we are introducing this new innovation award. This year entrants will not submit into the old ‘Innovation in Business Psychology’ category. Instead, all submissions will additionally be scored for innovation, and this award will be presented to the entry considered to be the most innovative across all categories. Note that the innovation score is only applied to the two innovation categories and is not used to determine the other winners.

Assessment Criteria

From 2019 we are making some changes to the assessment criteria. All entries will be assessed against the seven criteria below, including evidence of innovation. However, the innovation score is only used to determine the innovation awards and is not considered for any other category.

For each criteria the judges provide a score from 1 – 7 where 1 indicates little or no evidence of meeting the criteria up to 7 which indicates strong evidence. Winners will be those who score highest across all the relevant criteria.

The seven criteria applied are:

  1. Relevance to business  i.e. does the entry present a clear understanding of how the work addresses a relevant business challenge; does it address an effective diagnosis and/or understanding of the business issues.
  2. Evidence of stakeholder engagement, e.g. ongoing and comprehensive consultation and/or co-creating solutions in partnership
  3. Evidence of applying psychological theory/ practice  i.e. does the entry show how psychology has been used to support the work, applying relevant and valid theories, models, approaches
  4. Evidence of effective project execution, e.g. clarity on approach, timing and monitoring against specific goals
  5. Evidence of effective evaluation, e.g. relevant evaluation method applied to relevant data, ideally multiple evaluation methods applied with multiple sources of data
  6. Extent of impact, considered in context of original objectives as well as breadth and depth of impact. For the category ‘Excellence in Using Psychology for Social Impact’, this criteria will explicitly assess impact on society.
  7. Evidence of innovation: does the entry provide evidence of innovation, e.g. a new application of traditional tools or use of an approach that had never been applied before.  This score will only be used to assess the two innovation categories: Excellence in Applying Innovative Technology in Business Psychology, and The Judges’ Award for Innovation.
Back To Top