presentation motivation at workplace

Motivation in the Workplace

Sep 23, 2012

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Motivation in the Workplace. Motivation. Motivation refers to the forces within a person that affect the direction, intensity, and persistence of voluntary behavior.

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• many techniques
• goal setting
• past performance
• social commitments
• esteem belongingness safety physiological
• social identity drive

Presentation Transcript

Motivation Motivation refers to the forces within a person that affect the direction, intensity, and persistence of voluntary behavior. Motivated employees are willing to exert a particular level of effort (intensity) for a certain amount of time (persistence) toward a particular goal (direction).

Challenges of Motivating Employees • Revised employment relationship • Due to globalization, technology, restructuring • Potentially undermines trust and commitment • Flatter organizations • Fewer supervisors to monitor performance • Changing workforce • Gen-X/Gen-Y bring different expectations

Needs, Drives, and Employee Motivation • Needs • Deficiencies that energize or trigger behaviors to satisfy those needs. • Drives • Instinctive or innate tendencies to seek certain goals or maintain internal stability.

Maslow’s Needs Hierarchy Objectives • Holistic • integrative view of needs rather than studying each need in isolation of others • Humanistic • responses to higher needs are influenced by social dynamics, not just instinct • Positivistic • need gratification is just as important as need deprivation

Maslow’s Needs Hierarchy Theory Self-actual-ization Seven categories capture most needs Need to know Need for beauty Five categories placed in a hierarchy Esteem Belongingness Safety Physiological

Deficiencies… Esteem Needs • Recognition (external motivator), Attention (external motivator), Social Status (external motivator), Accomplishment (internal motivator), Self-respect (internal motivator) Social Needs • Friendship, Belonging to a group, Giving and receiving love Safety Needs • Living in a safe area, Medical insurance, Job security, Financial reserves Physiological Needs • Air, Water, Food, Sleep

Self-actual-ization Need to know Need for beauty Esteem Belongingness Safety Physiological Maslow’s Needs Hierarchy Theory • Lowest unmet need has strongest effect • When lower need is satisfied, next higher need becomes the primary motivator • Self-actualization -- a growth need because people desire more rather than less of it when satisfied

Characteristics of Self-Actualized People • Acceptance and Realism: have realistic perceptions of themselves, others and the world around them. • Problem-centering: are concerned with solving problems outside of themselves, including helping others and finding solutions to problems in the external world. • Spontaneity: are spontaneous in their internal thoughts and outward behavior. While they can conform to rules and social expectations, they also tend to be open and unconventional. • Autonomy and Solitude: have the need for independence and privacy. • Continued Freshness of Appreciation: tend to view the world with a continual sense of appreciation, wonder and awe. • Peak Experiences: have what Maslow termed peak experiences, or moments of intense joy, wonder, awe and ecstasy.

Self-actual-ization Need to know Need for beauty Esteem Belongingness Safety Physiological Evaluating Maslow’s Theory • Lack of support for theory • Values influence needs • People have different needs hierarchies -- not universal • Maslow’s categories don’t cover all needs • Needs change more rapidly than Maslow stated

Four-Drive Theory Drive to Acquire • Need to take/keep objects and experiences • Basis of hierarchy and status Drive to Bond • Need to form relationships and social commitments • Basis of social identity Drive to Learn • Need to satisfy curiosity and resolve conflicting information • Basis of self-actualization Drive to Defend • Need to protect ourselves • Reactive (not proactive) drive • Basis of fight or flight

Features of Four Drives • Innate and hardwired -- everyone has them • Independent of each other (no hierarchy of drives) • Complete set -- no drives are excluded from the model

How Four Drives Affect Needs • Four drives determine which emotions are automatically tagged to incoming information • Drives generate independent and often competing emotions that demand our attention • Social skill set determines how to translate drives into needs and effort

Learned Needs Theory • Some needs can be learned • Need for achievement • Desire for challenging and somewhat risky goals, feedback, recognition • Need for affiliation • Desire to seek approval, conform, and avoid conflict • Try to project a favorable self-image • Need for power • Desire to control one’s environment • Personalized versus socialized power

Implications of Needs/Drives Theories • Four-drive theory • provide a balanced opportunity for employees to fulfill drives • employees continually seek fulfillment of drives • avoid having conditions support one drive over others • Maslow • allow employees to self-actualize • power of positive experiences • Offer employees a choice of rewards

Outcomes& Valences P-to-O Expectancy E-to-P Expectancy Effort Performance Expectancy Theory of Motivation Outcome 1 + or - Outcome 2 + or - Outcome 3 + or -

Increasing E-to-P Expectancy • Train employees • Select people with required competencies • Provide role clarification • Provide sufficient resources • Provide coaching and feedback

Increasing P-to-O Expectancy • Measure performance accurately • Describe outcomes of good and poor performance • Explain how rewards are linked to past performance

Increasing Outcome Valences • Ensure that rewards are valued • Individualize rewards • Minimize countervalent outcomes

Goal Setting at Speedera Speedera Networks employees achieved a challenging revenue goal in one quarter, for which all employees in California and India were rewarded with a free Hawaiian trip. Courtesy of Akamai

Specific Relevant Challenging Task Performance Commitment Participation Feedback Effective Goal Setting Task Effort

Goal Difficulty and Performance High Area of Optimal Goal Difficulty Task Performance Low Moderate Challenging Impossible Goal Difficulty

Characteristics of Effective Feedback Specific Effective Feedback Credible Relevant Sufficiently frequent Timely

Supervisor Customer Project leader Co-worker Co-worker Subordinate Subordinate Subordinate Multisource (360-degree) Feedback Evaluated Employee

Executive Coaching • Uses various behavioral methods to help clients identify and achieve goals • Just-in-time personal development using feedback and other techniques • Generally effective, but many techniques make it difficult to pinpoint what is effective

Preferred Feedback Sources • Depends on the situation • Nonsocial sources (gauges, printouts) • Better for goal progress • Considered more accurate, less damaging • Social sources (supervisor, co-workers) • Better for ‘good news’ feedback • Improves self-image and esteem

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The Science of Improving Motivation at Work

The topic of employee motivation can be quite daunting for managers, leaders, and human resources professionals.

Organizations that provide their members with meaningful, engaging work not only contribute to the growth of their bottom line, but also create a sense of vitality and fulfillment that echoes across their organizational cultures and their employees’ personal lives.

“An organization’s ability to learn, and translate that learning into action rapidly, is the ultimate competitive advantage.”

In the context of work, an understanding of motivation can be applied to improve employee productivity and satisfaction; help set individual and organizational goals; put stress in perspective; and structure jobs so that they offer optimal levels of challenge, control, variety, and collaboration.

This article demystifies motivation in the workplace and presents recent findings in organizational behavior that have been found to contribute positively to practices of improving motivation and work life.

Before you continue, we thought you might like to download our three Goal Achievement Exercises for free . These detailed, science-based exercises will help you or your clients create actionable goals and master techniques to create lasting behavior change.

This Article Contains:

Motivation in the workplace, motivation theories in organizational behavior, employee motivation strategies, motivation and job performance, leadership and motivation, motivation and good business, a take-home message.

Motivation in the workplace has been traditionally understood in terms of extrinsic rewards in the form of compensation, benefits, perks, awards, or career progression.

With today’s rapidly evolving knowledge economy, motivation requires more than a stick-and-carrot approach. Research shows that innovation and creativity, crucial to generating new ideas and greater productivity, are often stifled when extrinsic rewards are introduced.

Daniel Pink (2011) explains the tricky aspect of external rewards and argues that they are like drugs, where more frequent doses are needed more often. Rewards can often signal that an activity is undesirable.

Interesting and challenging activities are often rewarding in themselves. Rewards tend to focus and narrow attention and work well only if they enhance the ability to do something intrinsically valuable. Extrinsic motivation is best when used to motivate employees to perform routine and repetitive activities but can be detrimental for creative endeavors.

Anticipating rewards can also impair judgment and cause risk-seeking behavior because it activates dopamine. We don’t notice peripheral and long-term solutions when immediate rewards are offered. Studies have shown that people will often choose the low road when chasing after rewards because addictive behavior is short-term focused, and some may opt for a quick win.

Pink (2011) warns that greatness and nearsightedness are incompatible, and seven deadly flaws of rewards are soon to follow. He found that anticipating rewards often has undesirable consequences and tends to:

• Extinguish intrinsic motivation
• Decrease performance
• Encourage cheating
• Decrease creativity
• Crowd out good behavior
• Become addictive
• Foster short-term thinking

Pink (2011) suggests that we should reward only routine tasks to boost motivation and provide rationale, acknowledge that some activities are boring, and allow people to complete the task their way. When we increase variety and mastery opportunities at work, we increase motivation.

Rewards should be given only after the task is completed, preferably as a surprise, varied in frequency, and alternated between tangible rewards and praise. Providing information and meaningful, specific feedback about the effort (not the person) has also been found to be more effective than material rewards for increasing motivation (Pink, 2011).

They have shaped the landscape of our understanding of organizational behavior and our approaches to employee motivation. We discuss a few of the most frequently applied theories of motivation in organizational behavior.

Herzberg’s two-factor theory

Frederick Herzberg’s (1959) two-factor theory of motivation, also known as dual-factor theory or motivation-hygiene theory, was a result of a study that analyzed responses of 200 accountants and engineers who were asked about their positive and negative feelings about their work. Herzberg (1959) concluded that two major factors influence employee motivation and satisfaction with their jobs:

• Motivator factors, which can motivate employees to work harder and lead to on-the-job satisfaction, including experiences of greater engagement in and enjoyment of the work, feelings of recognition, and a sense of career progression
• Hygiene factors, which can potentially lead to dissatisfaction and a lack of motivation if they are absent, such as adequate compensation, effective company policies, comprehensive benefits, or good relationships with managers and coworkers

Herzberg (1959) maintained that while motivator and hygiene factors both influence motivation, they appeared to work entirely independently of each other. He found that motivator factors increased employee satisfaction and motivation, but the absence of these factors didn’t necessarily cause dissatisfaction.

Likewise, the presence of hygiene factors didn’t appear to increase satisfaction and motivation, but their absence caused an increase in dissatisfaction. It is debatable whether his theory would hold true today outside of blue-collar industries, particularly among younger generations, who may be looking for meaningful work and growth.

Maslow’s hierarchy of needs

Abraham Maslow’s hierarchy of needs theory proposed that employees become motivated along a continuum of needs from basic physiological needs to higher level psychological needs for growth and self-actualization . The hierarchy was originally conceptualized into five levels:

• Physiological needs that must be met for a person to survive, such as food, water, and shelter
• Safety needs that include personal and financial security, health, and wellbeing
• Belonging needs for friendships, relationships, and family
• Esteem needs that include feelings of confidence in the self and respect from others
• Self-actualization needs that define the desire to achieve everything we possibly can and realize our full potential

According to the hierarchy of needs, we must be in good health, safe, and secure with meaningful relationships and confidence before we can reach for the realization of our full potential.

For a full discussion of other theories of psychological needs and the importance of need satisfaction, see our article on How to Motivate .

Hawthorne effect

The Hawthorne effect, named after a series of social experiments on the influence of physical conditions on productivity at Western Electric’s factory in Hawthorne, Chicago, in the 1920s and 30s, was first described by Henry Landsberger in 1958 after he noticed some people tended to work harder and perform better when researchers were observing them.

Although the researchers changed many physical conditions throughout the experiments, including lighting, working hours, and breaks, increases in employee productivity were more significant in response to the attention being paid to them, rather than the physical changes themselves.

Today the Hawthorne effect is best understood as a justification for the value of providing employees with specific and meaningful feedback and recognition. It is contradicted by the existence of results-only workplace environments that allow complete autonomy and are focused on performance and deliverables rather than managing employees.

Expectancy theory

Expectancy theory proposes that we are motivated by our expectations of the outcomes as a result of our behavior and make a decision based on the likelihood of being rewarded for that behavior in a way that we perceive as valuable.

For example, an employee may be more likely to work harder if they have been promised a raise than if they only assumed they might get one.

Expectancy theory posits that three elements affect our behavioral choices:

• Expectancy is the belief that our effort will result in our desired goal and is based on our past experience and influenced by our self-confidence and anticipation of how difficult the goal is to achieve.
• Instrumentality is the belief that we will receive a reward if we meet performance expectations.
• Valence is the value we place on the reward.

Expectancy theory tells us that we are most motivated when we believe that we will receive the desired reward if we hit an achievable and valued target, and least motivated if we do not care for the reward or do not believe that our efforts will result in the reward.

Three-dimensional theory of attribution

Attribution theory explains how we attach meaning to our own and other people’s behavior and how the characteristics of these attributions can affect future motivation.

Bernard Weiner’s three-dimensional theory of attribution proposes that the nature of the specific attribution, such as bad luck or not working hard enough, is less important than the characteristics of that attribution as perceived and experienced by the individual. According to Weiner, there are three main characteristics of attributions that can influence how we behave in the future:

Stability is related to pervasiveness and permanence; an example of a stable factor is an employee believing that they failed to meet the expectation because of a lack of support or competence. An unstable factor might be not performing well due to illness or a temporary shortage of resources.

“There are no secrets to success. It is the result of preparation, hard work, and learning from failure.”

Colin Powell

According to Weiner, stable attributions for successful achievements can be informed by previous positive experiences, such as completing the project on time, and can lead to positive expectations and higher motivation for success in the future. Adverse situations, such as repeated failures to meet the deadline, can lead to stable attributions characterized by a sense of futility and lower expectations in the future.

Locus of control describes a perspective about the event as caused by either an internal or an external factor. For example, if the employee believes it was their fault the project failed, because of an innate quality such as a lack of skills or ability to meet the challenge, they may be less motivated in the future.

If they believe an external factor was to blame, such as an unrealistic deadline or shortage of staff, they may not experience such a drop in motivation.

Controllability defines how controllable or avoidable the situation was. If an employee believes they could have performed better, they may be less motivated to try again in the future than someone who believes that factors outside of their control caused the circumstances surrounding the setback.

Theory X and theory Y

Douglas McGregor proposed two theories to describe managerial views on employee motivation: theory X and theory Y. These views of employee motivation have drastically different implications for management.

He divided leaders into those who believe most employees avoid work and dislike responsibility (theory X managers) and those who say that most employees enjoy work and exert effort when they have control in the workplace (theory Y managers).

To motivate theory X employees, the company needs to push and control their staff through enforcing rules and implementing punishments.

Theory Y employees, on the other hand, are perceived as consciously choosing to be involved in their work. They are self-motivated and can exert self-management, and leaders’ responsibility is to create a supportive environment and develop opportunities for employees to take on responsibility and show creativity.

Theory X is heavily informed by what we know about intrinsic motivation and the role that the satisfaction of basic psychological needs plays in effective employee motivation.

Taking theory X and theory Y as a starting point, theory Z was developed by Dr. William Ouchi. The theory combines American and Japanese management philosophies and focuses on long-term job security, consensual decision making, slow evaluation and promotion procedures, and individual responsibility within a group context.

Its noble goals include increasing employee loyalty to the company by providing a job for life, focusing on the employee’s wellbeing, and encouraging group work and social interaction to motivate employees in the workplace.

There are several implications of these numerous theories on ways to motivate employees. They vary with whatever perspectives leadership ascribes to motivation and how that is cascaded down and incorporated into practices, policies, and culture.

The effectiveness of these approaches is further determined by whether individual preferences for motivation are considered. Nevertheless, various motivational theories can guide our focus on aspects of organizational behavior that may require intervening.

Herzberg’s two-factor theory , for example, implies that for the happiest and most productive workforce, companies need to work on improving both motivator and hygiene factors.

The theory suggests that to help motivate employees, the organization must ensure that everyone feels appreciated and supported, is given plenty of specific and meaningful feedback, and has an understanding of and confidence in how they can grow and progress professionally.

To prevent job dissatisfaction, companies must make sure to address hygiene factors by offering employees the best possible working conditions, fair pay, and supportive relationships.

Maslow’s hierarchy of needs , on the other hand, can be used to transform a business where managers struggle with the abstract concept of self-actualization and tend to focus too much on lower level needs. Chip Conley, the founder of the Joie de Vivre hotel chain and head of hospitality at Airbnb, found one way to address this dilemma by helping his employees understand the meaning of their roles during a staff retreat.

In one exercise, he asked groups of housekeepers to describe themselves and their job responsibilities by giving their group a name that reflects the nature and the purpose of what they were doing. They came up with names such as “The Serenity Sisters,” “The Clutter Busters,” and “The Peace of Mind Police.”

These designations provided a meaningful rationale and gave them a sense that they were doing more than just cleaning, instead “creating a space for a traveler who was far away from home to feel safe and protected” (Pattison, 2010). By showing them the value of their roles, Conley enabled his employees to feel respected and motivated to work harder.

The Hawthorne effect studies and Weiner’s three-dimensional theory of attribution have implications for providing and soliciting regular feedback and praise. Recognizing employees’ efforts and providing specific and constructive feedback in the areas where they can improve can help prevent them from attributing their failures to an innate lack of skills.

Praising employees for improvement or using the correct methodology, even if the ultimate results were not achieved, can encourage them to reframe setbacks as learning opportunities. This can foster an environment of psychological safety that can further contribute to the view that success is controllable by using different strategies and setting achievable goals .

Theories X, Y, and Z show that one of the most impactful ways to build a thriving organization is to craft organizational practices that build autonomy, competence, and belonging. These practices include providing decision-making discretion, sharing information broadly, minimizing incidents of incivility, and offering performance feedback.

Being told what to do is not an effective way to negotiate. Having a sense of autonomy at work fuels vitality and growth and creates environments where employees are more likely to thrive when empowered to make decisions that affect their work.

Feedback satisfies the psychological need for competence. When others value our work, we tend to appreciate it more and work harder. Particularly two-way, open, frequent, and guided feedback creates opportunities for learning.

Frequent and specific feedback helps people know where they stand in terms of their skills, competencies, and performance, and builds feelings of competence and thriving. Immediate, specific, and public praise focusing on effort and behavior and not traits is most effective. Positive feedback energizes employees to seek their full potential.

Lack of appreciation is psychologically exhausting, and studies show that recognition improves health because people experience less stress. In addition to being acknowledged by their manager, peer-to-peer recognition was shown to have a positive impact on the employee experience (Anderson, 2018). Rewarding the team around the person who did well and giving more responsibility to top performers rather than time off also had a positive impact.

Stop trying to motivate your employees – Kerry Goyette

Other approaches to motivation at work include those that focus on meaning and those that stress the importance of creating positive work environments.

Meaningful work is increasingly considered to be a cornerstone of motivation. In some cases, burnout is not caused by too much work, but by too little meaning. For many years, researchers have recognized the motivating potential of task significance and doing work that affects the wellbeing of others.

All too often, employees do work that makes a difference but never have the chance to see or to meet the people affected. Research by Adam Grant (2013) speaks to the power of long-term goals that benefit others and shows how the use of meaning to motivate those who are not likely to climb the ladder can make the job meaningful by broadening perspectives.

Creating an upbeat, positive work environment can also play an essential role in increasing employee motivation and can be accomplished through the following:

• Encouraging teamwork and sharing ideas
• Providing tools and knowledge to perform well
• Eliminating conflict as it arises
• Giving employees the freedom to work independently when appropriate
• Helping employees establish professional goals and objectives and aligning these goals with the individual’s self-esteem
• Making the cause and effect relationship clear by establishing a goal and its reward
• Offering encouragement when workers hit notable milestones
• Celebrating employee achievements and team accomplishments while avoiding comparing one worker’s achievements to those of others
• Offering the incentive of a profit-sharing program and collective goal setting and teamwork
• Soliciting employee input through regular surveys of employee satisfaction
• Providing professional enrichment through providing tuition reimbursement and encouraging employees to pursue additional education and participate in industry organizations, skills workshops, and seminars
• Motivating through curiosity and creating an environment that stimulates employee interest to learn more
• Using cooperation and competition as a form of motivation based on individual preferences

Sometimes, inexperienced leaders will assume that the same factors that motivate one employee, or the leaders themselves, will motivate others too. Some will make the mistake of introducing de-motivating factors into the workplace, such as punishment for mistakes or frequent criticism, but negative reinforcement rarely works and often backfires.

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There are several positive psychology interventions that can be used in the workplace to improve important outcomes, such as reduced job stress and increased motivation, work engagement, and job performance. Numerous empirical studies have been conducted in recent years to verify the effects of these interventions.

Psychological capital interventions

Psychological capital interventions are associated with a variety of work outcomes that include improved job performance, engagement, and organizational citizenship behaviors (Avey, 2014; Luthans & Youssef-Morgan 2017). Psychological capital refers to a psychological state that is malleable and open to development and consists of four major components:

• Self-efficacy and confidence in our ability to succeed at challenging work tasks
• Optimism and positive attributions about the future of our career or company
• Hope and redirecting paths to work goals in the face of obstacles
• Resilience in the workplace and bouncing back from adverse situations (Luthans & Youssef-Morgan, 2017)

Job crafting interventions

Job crafting interventions – where employees design and have control over the characteristics of their work to create an optimal fit between work demands and their personal strengths – can lead to improved performance and greater work engagement (Bakker, Tims, & Derks, 2012; van Wingerden, Bakker, & Derks, 2016).

The concept of job crafting is rooted in the jobs demands–resources theory and suggests that employee motivation, engagement, and performance can be influenced by practices such as (Bakker et al., 2012):

• Attempts to alter social job resources, such as feedback and coaching
• Structural job resources, such as opportunities to develop at work
• Challenging job demands, such as reducing workload and creating new projects

Job crafting is a self-initiated, proactive process by which employees change elements of their jobs to optimize the fit between their job demands and personal needs, abilities, and strengths (Wrzesniewski & Dutton, 2001).

Today’s motivation research shows that participation is likely to lead to several positive behaviors as long as managers encourage greater engagement, motivation, and productivity while recognizing the importance of rest and work recovery.

One key factor for increasing work engagement is psychological safety (Kahn, 1990). Psychological safety allows an employee or team member to engage in interpersonal risk taking and refers to being able to bring our authentic self to work without fear of negative consequences to self-image, status, or career (Edmondson, 1999).

When employees perceive psychological safety, they are less likely to be distracted by negative emotions such as fear, which stems from worrying about controlling perceptions of managers and colleagues.

Dealing with fear also requires intense emotional regulation (Barsade, Brief, & Spataro, 2003), which takes away from the ability to fully immerse ourselves in our work tasks. The presence of psychological safety in the workplace decreases such distractions and allows employees to expend their energy toward being absorbed and attentive to work tasks.

Effective structural features, such as coaching leadership and context support, are some ways managers can initiate psychological safety in the workplace (Hackman, 1987). Leaders’ behavior can significantly influence how employees behave and lead to greater trust (Tyler & Lind, 1992).

Supportive, coaching-oriented, and non-defensive responses to employee concerns and questions can lead to heightened feelings of safety and ensure the presence of vital psychological capital.

Another essential factor for increasing work engagement and motivation is the balance between employees’ job demands and resources.

Job demands can stem from time pressures, physical demands, high priority, and shift work and are not necessarily detrimental. High job demands and high resources can both increase engagement, but it is important that employees perceive that they are in balance, with sufficient resources to deal with their work demands (Crawford, LePine, & Rich, 2010).

Challenging demands can be very motivating, energizing employees to achieve their goals and stimulating their personal growth. Still, they also require that employees be more attentive and absorbed and direct more energy toward their work (Bakker & Demerouti, 2014).

Unfortunately, when employees perceive that they do not have enough control to tackle these challenging demands, the same high demands will be experienced as very depleting (Karasek, 1979).

This sense of perceived control can be increased with sufficient resources like managerial and peer support and, like the effects of psychological safety, can ensure that employees are not hindered by distraction that can limit their attention, absorption, and energy.

The job demands–resources occupational stress model suggests that job demands that force employees to be attentive and absorbed can be depleting if not coupled with adequate resources, and shows how sufficient resources allow employees to sustain a positive level of engagement that does not eventually lead to discouragement or burnout (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001).

And last but not least, another set of factors that are critical for increasing work engagement involves core self-evaluations and self-concept (Judge & Bono, 2001). Efficacy, self-esteem, locus of control, identity, and perceived social impact may be critical drivers of an individual’s psychological availability, as evident in the attention, absorption, and energy directed toward their work.

Self-esteem and efficacy are enhanced by increasing employees’ general confidence in their abilities, which in turn assists in making them feel secure about themselves and, therefore, more motivated and engaged in their work (Crawford et al., 2010).

Social impact, in particular, has become increasingly important in the growing tendency for employees to seek out meaningful work. One such example is the MBA Oath created by 25 graduating Harvard business students pledging to lead professional careers marked with integrity and ethics:

The MBA oath

“As a business leader, I recognize my role in society.

My purpose is to lead people and manage resources to create value that no single individual can create alone.

My decisions affect the well-being of individuals inside and outside my enterprise, today and tomorrow. Therefore, I promise that:

• I will manage my enterprise with loyalty and care, and will not advance my personal interests at the expense of my enterprise or society.
• I will understand and uphold, in letter and spirit, the laws and contracts governing my conduct and that of my enterprise.
• I will refrain from corruption, unfair competition, or business practices harmful to society.
• I will protect the human rights and dignity of all people affected by my enterprise, and I will oppose discrimination and exploitation.
• I will protect the right of future generations to advance their standard of living and enjoy a healthy planet.
• I will report the performance and risks of my enterprise accurately and honestly.
• I will invest in developing myself and others, helping the management profession continue to advance and create sustainable and inclusive prosperity.

In exercising my professional duties according to these principles, I recognize that my behavior must set an example of integrity, eliciting trust, and esteem from those I serve. I will remain accountable to my peers and to society for my actions and for upholding these standards. This oath, I make freely, and upon my honor.”

Job crafting is the process of personalizing work to better align with one’s strengths, values, and interests (Tims & Bakker, 2010).

Any job, at any level can be ‘crafted,’ and a well-crafted job offers more autonomy, deeper engagement and improved overall wellbeing.

There are three types of job crafting:

• Task crafting involves adding or removing tasks, spending more or less time on certain tasks, or redesigning tasks so that they better align with your core strengths (Berg et al., 2013).
• Relational crafting includes building, reframing, and adapting relationships to foster meaningfulness (Berg et al., 2013).
• Cognitive crafting defines how we think about our jobs, including how we perceive tasks and the meaning behind them.

If you would like to guide others through their own unique job crafting journey, our set of Job Crafting Manuals (PDF) offer a ready-made 7-session coaching trajectory.

Prosocial motivation is an important driver behind many individual and collective accomplishments at work.

It is a strong predictor of persistence, performance, and productivity when accompanied by intrinsic motivation. Prosocial motivation was also indicative of more affiliative citizenship behaviors when it was accompanied by motivation toward impression management motivation and was a stronger predictor of job performance when managers were perceived as trustworthy (Ciulla, 2000).

On a day-to-day basis most jobs can’t fill the tall order of making the world better, but particular incidents at work have meaning because you make a valuable contribution or you are able to genuinely help someone in need.

J. B. Ciulla

Prosocial motivation was shown to enhance the creativity of intrinsically motivated employees, the performance of employees with high core self-evaluations, and the performance evaluations of proactive employees. The psychological mechanisms that enable this are the importance placed on task significance, encouraging perspective taking, and fostering social emotions of anticipated guilt and gratitude (Ciulla, 2000).

Some argue that organizations whose products and services contribute to positive human growth are examples of what constitutes good business (Csíkszentmihályi, 2004). Businesses with a soul are those enterprises where employees experience deep engagement and develop greater complexity.

In these unique environments, employees are provided opportunities to do what they do best. In return, their organizations reap the benefits of higher productivity and lower turnover, as well as greater profit, customer satisfaction, and workplace safety. Most importantly, however, the level of engagement, involvement, or degree to which employees are positively stretched contributes to the experience of wellbeing at work (Csíkszentmihályi, 2004).

17 Tools To Increase Motivation and Goal Achievement

These 17 Motivation & Goal Achievement Exercises [PDF] contain all you need to help others set meaningful goals, increase self-drive, and experience greater accomplishment and life satisfaction.

Created by Experts. 100% Science-based.

Daniel Pink (2011) argues that when it comes to motivation, management is the problem, not the solution, as it represents antiquated notions of what motivates people. He claims that even the most sophisticated forms of empowering employees and providing flexibility are no more than civilized forms of control.

He gives an example of companies that fall under the umbrella of what is known as results-only work environments (ROWEs), which allow all their employees to work whenever and wherever they want as long their work gets done.

Valuing results rather than face time can change the cultural definition of a successful worker by challenging the notion that long hours and constant availability signal commitment (Kelly, Moen, & Tranby, 2011).

Studies show that ROWEs can increase employees’ control over their work schedule; improve work–life fit; positively affect employees’ sleep duration, energy levels, self-reported health, and exercise; and decrease tobacco and alcohol use (Moen, Kelly, & Lam, 2013; Moen, Kelly, Tranby, & Huang, 2011).

Perhaps this type of solution sounds overly ambitious, and many traditional working environments are not ready for such drastic changes. Nevertheless, it is hard to ignore the quickly amassing evidence that work environments that offer autonomy, opportunities for growth, and pursuit of meaning are good for our health, our souls, and our society.

Leave us your thoughts on this topic.

Related reading: Motivation in Education: What It Takes to Motivate Our Kids

We hope you enjoyed reading this article. Don’t forget to download our three Goal Achievement Exercises for free .

• Anderson, D. (2018, February 22). 11 Surprising statistics about employee recognition [infographic]. Best Practice in Human Resources. Retrieved from https://www.bestpracticeinhr.com/11-surprising-statistics-about-employee-recognition-infographic/
• Avey, J. B. (2014). The left side of psychological capital: New evidence on the antecedents of PsyCap. Journal of Leadership & Organizational Studies, 21( 2), 141–149.
• Bakker, A. B., & Demerouti, E. (2014). Job demands–resources theory. In P. Y. Chen & C. L. Cooper (Eds.),  Wellbeing: A complete reference guide  (vol. 3). John Wiley and Sons.
• Bakker, A. B., Tims, M., & Derks, D. (2012). Proactive personality and job performance: The role of job crafting and work engagement.  Human Relations ,  65 (10), 1359–1378
• Barsade, S. G., Brief, A. P., & Spataro, S. E. (2003). The affective revolution in organizational behavior: The emergence of a paradigm. In J. Greenberg (Ed.), Organizational behavior: The state of the science (pp. 3–52). Lawrence Erlbaum Associates.
• Berg, J. M., Dutton, J. E., & Wrzesniewski, A. (2013). Job crafting and meaningful work. In B. J. Dik, Z. S. Byrne, & M. F. Steger (Eds.), Purpose and meaning in the workplace (pp. 81-104) . American Psychological Association.
• Ciulla, J. B. (2000).  The working life: The promise and betrayal of modern work.  Three Rivers Press.
• Crawford, E. R., LePine, J. A., & Rich, B. L. (2010). Linking job demands and resources to employee engagement and burnout: A theoretical extension and meta-analytic test. Journal of Applied Psychology , 95 (5), 834–848.
• Csíkszentmihályi, M. (2004). Good business: Leadership, flow, and the making of meaning. Penguin Books.
• Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001). The job demands–resources model of burnout.  Journal of Applied Psychology ,  863) , 499–512.
• Edmondson, A. (1999). Psychological safety and learning behavior in work teams.  Administrative Science Quarterly ,  44 (2), 350–383.
• Grant, A. M. (2013). Give and take: A revolutionary approach to success. Penguin.
• Hackman, J. R. (1987). The design of work teams. In J. Lorsch (Ed.),  Handbook of organizational behavior  (pp. 315–342). Prentice-Hall.
• Herzberg, F. (1959).  The motivation to work.  Wiley.
• Judge, T. A., & Bono, J. E. (2001). Relationship of core self-evaluations traits – self-esteem, generalized self-efficacy, locus of control, and emotional stability – with job satisfaction and job performance: A meta-analysis.  Journal of Applied Psychology ,  86 (1), 80–92.
• Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work.  Academy of Management Journal , 33 (4), 692–724.
• Karasek, R. A., Jr. (1979). Job demands, job decision latitude, and mental strain: Implications for job redesign.  Administrative Science Quarterly, 24 (2), 285–308.
• Kelly, E. L., Moen, P., & Tranby, E. (2011). Changing workplaces to reduce work-family conflict: Schedule control in a white-collar organization.  American Sociological Review ,  76 (2), 265–290.
• Landsberger, H. A. (1958). Hawthorne revisited: Management and the worker, its critics, and developments in human relations in industry. Cornell University.
• Luthans, F., & Youssef-Morgan, C. M. (2017). Psychological capital: An evidence-based positive approach. Annual Review of Organizational Psychology and Organizational Behavior, 4 , 339-366.
• Moen, P., Kelly, E. L., & Lam, J. (2013). Healthy work revisited: Do changes in time strain predict well-being?  Journal of occupational health psychology, 18 (2), 157.
• Moen, P., Kelly, E., Tranby, E., & Huang, Q. (2011). Changing work, changing health: Can real work-time flexibility promote health behaviors and well-being?  Journal of Health and Social Behavior, 52(4), 404–429.
• Pattison, K. (2010, August 26). Chip Conley took the Maslow pyramid, made it an employee pyramid and saved his company. Fast Company. Retrieved from https://www.fastcompany.com/1685009/chip-conley-took-maslow-pyramid-made-it-employee-pyramid-and-saved-his-company
• Pink, D. H. (2011). Drive: The surprising truth about what motivates us. Penguin.
• Tims, M., & Bakker, A. B. (2010). Job crafting: Towards a new model of individual job redesign. SA Journal of Industrial Psychology, 36(2) , 1-9.
• Tyler, T. R., & Lind, E. A. (1992). A relational model of authority in groups. In M. P. Zanna (Ed.), Advances in experimental social psychology (vol. 25) (pp. 115–191). Academic Press.
• von Wingerden, J., Bakker, A. B., & Derks, D. (2016). A test of a job demands–resources intervention.  Journal of Managerial Psychology ,  31 (3), 686–701.
• Wrzesniewski, A., & Dutton, J. E. (2001). Crafting a job: Revisioning employees as active crafters of their work. Academy of Management Review, 26 (2), 179–201.

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What our readers think.

Good and helpful study thank you. It will help achieving goals for my clients. Thank you for this information

A lot of data is really given. Validation is correct. The next step is the exchange of knowledge in order to create an optimal model of motivation.

A good article, thank you for sharing. The views and work by the likes of Daniel Pink, Dan Ariely, Barry Schwartz etc have really got me questioning and reflecting on my own views on workplace motivation. There are far too many organisations and leaders who continue to rely on hedonic principles for motivation (until recently, myself included!!). An excellent book which shares these modern views is ‘Primed to Perform’ by Doshi and McGregor (2015). Based on the earlier work of Deci and Ryan’s self determination theory the book explores the principle of ‘why people work, determines how well they work’. A easy to read and enjoyable book that offers a very practical way of applying in the workplace.

Thanks for mentioning that. Sounds like a good read.

All the best, Annelé

Motivation – a piece of art every manager should obtain and remember by heart and continue to embrace.

Exceptionally good write-up on the subject applicable for personal and professional betterment. Simplified theorem appeals to think and learn at least one thing that means an inspiration to the reader. I appreciate your efforts through this contributive work.

Excelente artículo sobre motivación. Me inspira. Gracias

Very helpful for everyone studying motivation right now! It’s brilliant the way it’s witten and also brought to the reader. Thank you.

Such a brilliant piece! A super coverage of existing theories clearly written. It serves as an excellent overview (or reminder for those of us who once knew the older stuff by heart!) Thank you!

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19 Top Presentation Tips for Work

You found our list of the best  presentation tips for work.

Presentation tips are strategies that help workers deliver effective presentations. For example, planning ahead, understanding your audience, and using engaging narratives. The purpose of these tips is to make a positive impact during presentations. These tips are also known as “giving presentations at work” and “how to prepare for presentations.”

These presentation tips for work are related to team building PowerPoint topics , team meeting ideas , and public speaking tips .

This list includes:

• giving presentations at work
• business presentation tips
• how to prepare for presentations
• work slideshow tips
• work presentation skills
• how to make interesting slides

Let’s get to it!

List of presentation tips for work

From planning ahead to motivating your audience, here is our list of the best tips for giving great presentations.

1. Plan Ahead

Planning ahead is crucial when giving presentations at work. This process involves outlining key points, organizing materials, and practicing delivery. By taking the time to plan in advance, you can ensure a more polished and effective presentation.

Planning also allows for adjustments and improvements before the actual delivery. Practicing leads to a more confident performance. Successful presentations often result from careful planning and preparation.

2. Understand Your Audience

Knowing your audience is an important part of delivering an effective presentation. Before your speech, research the demographics, interests, and expectations of your listeners. Then, you can tailor your content accordingly. This step fosters engagement and ensures your audience receives your message positively. Understanding your audience leads to more impactful presentations.

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3. Research the Topic

Selecting a research topic is vital when preparing for work presentations. Your topic should interest you and meet your audience’s needs. Having a strong idea is essential for delivering a compelling presentation. While writing, think about the relevance, depth, and potential impact of the topic on your audience. By being thoughtful, you can add engagement and value to your presentation. By dedicating time to choosing the right research topic, you establish a strong foundation for your presentation.

4. Make Effective Slides

When wondering how to make interesting slides, be sure to be short and sweet. Effective slides are the cornerstone of making strong presentations. Slides should have concise and relevant info that matches your speech. Bullet points, charts, and images can help you share your image clearly. To avoid distracting from your points, avoid overcrowding slides with text or too many visuals. By making visually interesting and informative slides, you can capture the audience’s attention.

5. Use Presentation Tools

Tools for presentations are crucial for making engaging and polished presentations at work. These tools include software like Microsoft PowerPoint and online platforms like Prezi or Canva. These platforms provide various features, such as templates, animations, and collaboration options. By using presentation tools well, folks can give powerful presentations that connect with their audience. Plus, these tools can make it easy to create your slides.

6. Share Engaging Narratives

Narratives offer a compelling way to connect with your audience. By telling an engaging story, you can provide valuable insights in a memorable way. Stories should be relevant, easy to follow, and emotionally resonant. Adding personal anecdotes can humanize the information.

Also, using stories in your presentations can make them more digestible and engaging. An interesting narrative ties up facts and figures, making them easier to remember. Sharing your content through stories also promotes emotional connections. These bonds encourage audience engagement and open discussions. This tip makes your presentation informative and engaging.

7. Focus on Body Language

Body language is one of the most vital work presentation skills. This type of communication involves gestures, facial expressions, and posture. For instance, maintaining strong eye contact and open body positioning can build trust. Being aware of your body language can improve your presentation skills. Further, this behavior demonstrates professionalism in different work environments.

8. Control Your Voice

Controlling your voice is essential for work presentations. Speaking clearly and confidently is key to sharing your message with the audience. Monitoring your tone and volume helps emphasize important points and keeps listeners engaged. Practicing proper pronunciation and enunciation improves speech clarity. Improving voice control can greatly enhance the effectiveness of your work presentations.

9. Use Humor

Adding humor to presentations can engage the audience and enhance content retention. A well-timed joke or light-hearted story is one of the work slideshow tips that can create a relaxed atmosphere. Humor should suit the context and match the overall tone of the presentation. Ultimately, humor should support your message without overshadowing it. By using humor thoughtfully, presenters can connect with their audience and maintain their interest. Thoughtful humor can also simplify complex information in a more entertaining way. From clever comments to amusing visuals, humor can make presentations more enjoyable.

For example, here are icebreaker jokes .

10. Manage Your Time

Effective time management is key to giving great work presentations. While writing your speech, be sure to keep your time frame in mind. On average, it is a good idea to spend around two minutes on each slide. For instance, for a 20-minute presentation, you can make ten slides. Following this structure can keep you on track. You can balance information by trimming stories, prioritizing key points, and rehearsing your speech. These steps will ensure smooth transitions. Well-managed time helps with message clarity, engagement, and professionalism.

Learn time management tips .

11. Practice

Practicing your presentation is crucial to success. You can start by honing your content and then rehearse aloud often. Before the final presentation, practice in front of friends or colleagues to get feedback. Then, you can make adjustments as needed.

Practice also helps you engage your audience with better articulation and confidence. By rehearsing, you will improve your flow and create a more polished final product.

12. Accept Feedback

Accepting and using feedback is essential to creating a strong speech. This process helps you identify areas that need improvement and share your message effectively. Once you complete your slides, perform your presentation for coworkers and friends. These listeners can offer notes that can foster your growth. It is important to remember that constructive criticism is supposed to help you. Being resilient on this front can improve your presentation skills.

Read about constructive criticism .

13. Interact with Audiences

Interaction is one of the most important business presentation tips. You can engage the audience with questions or tasks to maintain interest. Body language, eye contact, and Q&A sessions can create connections. This interaction fosters a dynamic atmosphere, improves the discussion, and enables better understanding. Ensuring two-way communication makes your presentation highly effective and memorable.

14. Use Visual Aids

Images, charts, and graphs can improve a presentation by showing data or concepts visually. Using visual aids can help the audience grasp information and remember important points. When used well, visual aids can make a presentation more interesting and memorable for viewers. To prevent overwhelming the audience with excessive information, keep visual aids clear.

15. Overcome Nerves

Experiencing nervousness before a presentation is common. One way to overcome these nerves is by preparing well. For instance, make sure you have a deep understanding of your topic and rehearse your delivery. Also, practicing slow, deep breaths can help calm your nerves. Deep breathing can also improve your focus throughout the presentation. Feeling nervous is normal and can actually improve your performance by keeping you attentive.

16. Address Questions

Answering questions during a presentation is essential for sharing information. These sessions engage your audience and clear up any uncertainties they may have. When you respond to questions, it is crucial to be brief and confident in your responses. Before replying, take a moment to think about the question to ensure you give a clear answer. Questions provide an opportunity to showcase your knowledge and expertise on the subject. By addressing questions well, you show your grasp of the topic and establish credibility with your audience.

17. Stand Out

To stand out in a work presentation, you should engage your audience from the beginning. For this process, start with an interesting opening that captures the viewers’ attention. Then, use visual aids like slides or props to help folks remember important points. Finally, keep eye contact with your audience and show confident body language. By using these tactics, you can leave a lasting impact and help your message connect with your coworkers or customers.

18. Leave Strong Impressions

Closure in a presentation is the speaker’s way of concluding their talk. This step leaves a lasting impression on the audience. During these final moments, you can summarize important points and provide a call to action. Another closing option is finishing with a thought-provoking quote. A powerful closure can emphasize core concepts and encourage deeper thinking among listeners.

Here are good opening and closing statements for meetings .

19. Evaluate Your Performance

When wondering how to prepare for presentations in the future, be sure to take time after each speech to analyze it.

Here are a few questions you can ask yourself:

• Were you clear and concise?
• Did you engage the audience?
• How was your body language and eye contact?

Evaluating your performance will help you identify strengths and areas for improvement. In addition, you should seek constructive feedback from your peers to enhance your presentation skills.

Examples of presentation topics

You can give workplace presentations on several topics.

Here are a few examples:

• Financial Planning : This presentation covers the basics of budgeting, saving, investing, and managing finances. Attendees will learn to achieve short-term and long-term financial goals.
• Effective Communication : Explore strategies and techniques for clear, concise, and impactful communication in the workplace. These tips foster better collaboration and understanding among team members.
• Project Management Essentials : Share essential skills and tools for planning, executing, and monitoring projects effectively. These methods ensure successful completion within scope, budget, and timeline.
• Customer Service Excellence : Teach techniques for providing exceptional customer service, building customer loyalty, and resolving issues.
• Team Building and Collaboration : Explore methods for fostering a positive team environment. Talks can promote trust, cooperation, and synergy among team members to achieve collective goals.
• Presentation Skills : Develop confidence and proficiency in delivering engaging and persuasive presentations. Learn to use effective visuals and engaging storytelling techniques.
• Time Management Hacks : Discuss practical strategies and tools for prioritizing tasks, minimizing distractions, and maximizing productivity.
• Leadership Development : Explore key principles of leadership, including communication, decision-making, motivation, and delegation.
• Conflict Resolution Strategies : Cover common sources of conflict in the workplace, and learn techniques for resolving conflicts.
• Stress Management Techniques : Talk about coping mechanisms and relaxation strategies to effectively manage workplace stress. This presentation promotes mental health and well-being.

No matter which topic you cover, these presentation tips will help you succeed.

Final Thoughts

Mastering the art of presenting at work can improve your professional impact. By adding these tips to your routine, you can become more confident in delivering presentations. Effective presentations should engage and inspire your audience. The more you present, the better you will become at it. By refining your skills and striving for continuous improvement, you can become a presentation pro.

Next, check out our posts on conference breakout session ideas and lunch and learn topics .

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FAQ: Presentation tips for work

Here are frequently asked questions about presentation tips for work.

What are some good tips for presentations at work?

Several tips can help you create strong workplace presentations. Examples include time management, presentation tools, and planning ahead.

How can you make presentations more engaging?

To make presentations more engaging, consider using storytelling to share your points. Visual aids like graphs or images can also illustrate points clearly. Q&A sessions can help clarify your points and add an element of interaction.

What tools can you use for better work presentations?

Several tools can help you make your presentations. For instance, Prezi offers a zoomable canvas, Google Slides is great for easy collaboration, and Canva has a wide range of templates.

What are some strategies to overcome presentation nerves?

Nerves are common before giving a presentation. To help beat the stress, practice your speech several times, focus on the message, and take plenty of deep breaths.

How can you use humor in work presentations?

Relevant jokes or stories are a great way to add humor to a presentation. Funny visuals and slides are another option. However, it is important to ensure the humor is appropriate and does not detract from the message.

Author: Michael Alexis

CEO at teambuilding.com. I write about my experience working with and leading remote teams since 2010.

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What Are Effective Presentation Skills (and How to Improve Them)

Presentation skills are essential for your personal and professional life. Learn about effective presentations and how to boost your presenting techniques.

At least seven out of 10 Americans agree that presentation skills are essential for a successful career [ 1 ]. Although it might be tempting to think that these are skills reserved for people interested in public speaking roles, they're critical in a diverse range of jobs. For example, you might need to brief your supervisor on research results.

Presentation skills are also essential in other scenarios, including working with a team and explaining your thought process, walking clients through project ideas and timelines, and highlighting your strengths and achievements to your manager during performance reviews.

Whatever the scenario, you have very little time to capture your audience’s attention and get your point across when presenting information—about three seconds, according to research [ 2 ]. Effective presentation skills help you get your point across and connect with the people you’re communicating with, which is why nearly every employer requires them.

Understanding what presentation skills are is only half the battle. Honing your presenting techniques is essential for mastering presentations of all kinds and in all settings.

What are presentation skills?

Presentation skills are the abilities and qualities necessary for creating and delivering a compelling presentation that effectively communicates information and ideas. They encompass what you say, how you structure it, and the materials you include to support what you say, such as slides, videos, or images.

You'll make presentations at various times in your life. Examples include:

Making speeches at a wedding, conference, or another event

Making a toast at a dinner or event

Explaining projects to a team 

Delivering results and findings to management teams

Teaching people specific methods or information

Proposing a vote at community group meetings

Pitching a new idea or business to potential partners or investors

Why are presentation skills important? 

Delivering effective presentations is critical in your professional and personal life. You’ll need to hone your presentation skills in various areas, such as when giving a speech, convincing your partner to make a substantial purchase, and talking to friends and family about an important situation.

No matter if you’re using them in a personal or professional setting, these are the skills that make it easier and more effective to convey your ideas, convince or persuade others, and experience success. A few of the benefits that often accompany improving your presentation skills include:

Enriched written and verbal communication skills

Enhanced confidence and self-image

Boosted critical thinking and problem-solving capabilities

Better motivational techniques

Increased leadership skills

Expanded time management, negotiation, and creativity

The better your presenting techniques, the more engaging your presentations will be. You could also have greater opportunities to make positive impacts in business and other areas of your life.

Effective presentation skills

Imagine yourself in the audience at a TED Talk or sitting with your coworkers at a big meeting held by your employer. What would you be looking for in how they deliver their message? What would make you feel engaged?

These are a few questions to ask yourself as you review this list of some of the most effective presentation skills.

Verbal communication

How you use language and deliver messages play essential roles in how your audience will receive your presentation. Speak clearly and confidently, projecting your voice enough to ensure everyone can hear. Think before you speak, pausing when necessary and tailoring the way you talk to resonate with your particular audience.

Body language

Body language combines various critical elements, including posture, gestures, eye contact, expressions, and position in front of the audience. Body language is one of the elements that can instantly transform a presentation that would otherwise be dull into one that's dynamic and interesting.

Voice projection

The ability to project your voice improves your presentation by allowing your audience to hear what you're saying. It also increases your confidence to help settle any lingering nerves while also making your message more engaging. To project your voice, stand comfortably with your shoulders back. Take deep breaths to power your speaking voice and ensure you enunciate every syllable you speak.

How you present yourself plays a role in your body language and ability to project your voice. It also sets the tone for the presentation. Avoid slouching or looking overly tense. Instead, remain open, upright, and adaptable while taking the formality of the occasion into account.

Storytelling

Incorporating storytelling into a presentation is an effective strategy used by many powerful public speakers. It has the power to bring your subject to life and pique the audience’s curiosity. Don’t be afraid to tell a personal story, slowly building up suspense or adding a dramatic moment. And, of course, be sure to end with a positive takeaway to drive your point home.

Active listening

Active listening is a valuable skill all on its own. When you understand and thoughtfully respond to what you hear—whether it's in a conversation or during a presentation—you’ll likely deepen your personal relationships and actively engage audiences during a presentation. As part of your presentation skill set, it helps catch and maintain the audience’s attention, helping them remain focused while minimizing passive response, ensuring the message is delivered correctly, and encouraging a call to action.

Stage presence

During a presentation, projecting confidence can help keep your audience engaged. Stage presence can help you connect with your audience and encourage them to want to watch you. To improve your presence, try amping up your normal demeanor by infusing it with a bit of enthusiasm. Project confidence and keep your information interesting.

Watch your audience as you’re presenting. If you’re holding their attention, it likely means you’re connecting well with them.

Self-awareness

Monitoring your own emotions and reactions will allow you to react well in various situations. It helps you remain personable throughout your presentation and handle feedback well. Self-awareness can help soothe nervousness during presentations, allowing you to perform more effectively.

Writing skills

Writing is a form of presentation. Sharp writing skills can help you master your presentation’s outline to ensure you stay on message and remain clear about your objectives from the beginning until the end. It’s also helpful to have strong writing abilities for creating compelling slides and other visual aids.

Understanding an audience

When you understand your audience's needs and interests, you can design your presentation around them. In turn, you'll deliver maximum value to them and enhance your ability to make your message easy to understand.

Learn more about presentation skills from industry experts at SAP:

How to improve presentation skills

There’s an art to public speaking. Just like any other type of art, this is one that requires practice. Improving your presentation skills will help reduce miscommunications, enhance your time management capabilities, and boost your leadership skills. Here are some ways you can improve these skills:

Work on self-confidence.

When you’re confident, you naturally speak more clearly and with more authority. Taking the time to prepare your presentation with a strong opening and compelling visual aids can help you feel more confident. Other ways to improve your self-confidence include practicing positive self-talk, surrounding yourself with positive people, and avoiding comparing yourself (or your presentation) to others.

Develop strategies for overcoming fear.

Many people are nervous or fearful before giving a presentation. A bad memory of a past performance or insufficient self-confidence can contribute to fear and anxiety. Having a few go-to strategies like deep breathing, practicing your presentation, and grounding can help you transform that fear into extra energy to put into your stage presence.

Learn grounding techniques.

Grounding is any type of technique that helps you steer your focus away from distressing thoughts and keeps you connected with your present self. To ground yourself, stand with your feet shoulder-width apart and imagine you’re a large, mature tree with roots extending deep into the earth—like the tree, you can become unshakable.

Learn how to use presentation tools.

Visual aids and other technical support can transform an otherwise good presentation into a wow-worthy one. A few popular presentation tools include:

Canva: Provides easy-to-design templates you can customize

Powtoon: Animation software that makes video creation fast and easy

PowerPoint: Microsoft's iconic program popular for dynamic marketing and sales presentations

Practice breathing techniques.

Breathing techniques can help quell anxiety, making it easier to shake off pre-presentation jitters and nerves. It also helps relax your muscles and get more oxygen to your brain.  For some pre-presentation calmness, you can take deep breaths, slowly inhaling through your nose and exhaling through your mouth.

While presenting, breathe in through your mouth with the back of your tongue relaxed so your audience doesn't hear a gasping sound. Speak on your exhalation, maintaining a smooth voice.

Gain experience.

The more you practice, the better you’ll become. The more you doanything, the more comfortable you’ll feel engaging in that activity. Presentations are no different. Repeatedly practicing your own presentation also offers the opportunity to get feedback from other people and tweak your style and content as needed.

Tips to help you ace your presentation

Your presentation isn’t about you; it’s about the material you’re presenting. Sometimes, reminding yourself of this ahead of taking center stage can help take you out of your head, allowing you to connect effectively with your audience. The following are some of the many actions you can take on the day of your presentation.

Arrive early.

Since you may have a bit of presentation-related anxiety, it’s important to avoid adding travel stress. Give yourself an abundance of time to arrive at your destination, and take into account heavy traffic and other unforeseen events. By arriving early, you also give yourself time to meet with any on-site technicians, test your equipment, and connect with people ahead of the presentation.

Become familiar with the layout of the room.

Arriving early also gives you time to assess the room and figure out where you want to stand. Experiment with the acoustics to determine how loudly you need to project your voice, and test your equipment to make sure everything connects and appears properly with the available setup. This is an excellent opportunity to work out any last-minute concerns and move around to familiarize yourself with the setting for improved stage presence.

Listen to presenters ahead of you.

When you watch others present, you'll get a feel for the room's acoustics and lighting. You can also listen for any data that’s relevant to your presentation and revisit it during your presentation—this can make the presentation more interactive and engaging.

Use note cards.

Writing yourself a script could provide you with more comfort. To prevent sounding too robotic or disengaged, only include talking points in your note cards in case you get off track. Using note cards can help keep your presentation organized while sounding more authentic to your audience.

Learn to deliver clear and confident presentations with Dynamic Public Speaking from the University of Washington. Build confidence, develop new delivery techniques, and practice strategies for crafting compelling presentations for different purposes, occasions, and audiences.

Article sources

Forbes. “ New Survey: 70% Say Presentation Skills are Critical for Career Success , https://www.forbes.com/sites/carminegallo/2014/09/25/new-survey-70-percent-say-presentation-skills-critical-for-career-success/?sh=619f3ff78890.” Accessed December 7, 2022.

Beautiful.ai. “ 15 Presentation and Public Speaking Stats You Need to Know , https://www.beautiful.ai/blog/15-presentation-and-public-speaking-stats-you-need-to-know. Accessed December 7, 2022.

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Employee engagement presentations: The all-in-one guide

Everything you need to know about employee engagement presentations, from creating a strategy to measuring results.

Raja Bothra

Building presentations

Hey there, fellow presentation enthusiast!

In this comprehensive guide, we'll explore what employee engagement truly means, the critical distinction between employee satisfaction and engagement, where the power of effective communication meets the art of boosting morale and productivity. and how to structure presentations that leave a lasting impact.

So, let's dive in, shall we?

What is employee engagement?

Employee engagement goes beyond mere satisfaction. It's about creating a workplace where your team is not just content but deeply invested in their roles and the company's success.

Employee engagement means fostering an environment where every team member feels valued, motivated, and connected to the organization's mission. It's like the heartbeat of your company, driving performance, innovation, and loyalty.

Employee satisfaction vs. employee engagement

Now, let's clear the fog around a common misconception – employee satisfaction vs. employee engagement. While satisfaction is a component of engagement, it doesn't tell the whole story.

Employee satisfaction is akin to a momentary contentment, like a smiley face sticker on a report card. It reflects how employees feel about their current circumstances. On the other hand, employee engagement is about long-term commitment, like a dedicated student who actively participates in class and takes on extra assignments.

Remember, engaged employees are your company's biggest cheerleaders, while satisfied employees might be merely along for the ride.

How to structure an effective employee engagement presentation

Creating a compelling employee engagement presentation requires more than just slapping together some slides. It's an art, and here's how you can master it:

• Start with a bang : Just like a captivating movie, your presentation needs an attention-grabbing beginning. Share a surprising statistic about employee engagement to pique interest right from the start.
• Tell a story : The best presentations are like gripping stories. Weave a narrative that showcases the journey from disengagement to enthusiastic participation.
• Use templates wisely : Templates are your secret weapon for crafting visually stunning presentations. There are a variety of employee engagement PowerPoint templates that can save you time and make your slides pop. When using a template, remember to customize it to align with your company's brand. A fully editable PowerPoint template can be a game-changer.
• Engage with visuals : Incorporate images that capture the essence of your message. Remember the saying, "A picture is worth a thousand words." An image slide can convey emotions that words alone cannot.
• Inject some humor (naturally) : Laughter can be a great icebreaker. If it fits your presentation's tone, adding a funny image or anecdote can lighten the mood. Just don't force it; humor should flow naturally.
• Encourage interaction : Use slides to encourage audience participation. Incorporate questions, polls, or brainstorming sessions. PowerPoint slides can be interactive and foster engagement.
• Highlight key statistics : Employee engagement key statistics can be a powerful tool. Create a slide that showcases the impact of engagement on company performance. Let the numbers do the talking.
• Share success stories : Incorporate real examples of how employee engagement initiatives have led to positive outcomes. A presentation PowerPoint example can illustrate the path to success.

Do’s and don'ts of an employee engagement presentation

Now that we've covered the essentials, let's talk about the do's and don'ts of crafting an impactful employee engagement presentation:

Do's :

• Incorporate slide showcases to visually present key points.
• Use templates that are compatible with Google Slides for versatility.
• Foster work relationships by emphasizing teamwork and collaboration.
• Reward employees for their contributions and applaud their improvement ideas.
• Create in-house mentorship programs to pair employees with growth opportunities.
• Hold training sessions to equip employees with the tools they need.

Don'ts :

• Overload your slides with text; keep them visually appealing.
• Use jargon that may alienate your audience.
• Rush through your presentation; take time to engage with your audience.
• Neglect the importance of work culture in employee engagement.
• Assume that engagement is a one-size-fits-all solution.

Summarizing key takeaways

In conclusion, employee engagement is not a mere buzzword; it's the life force of a thriving organization. Crafting an effective employee engagement presentation involves storytelling, visuals, and a deep understanding of your audience.

Remember, PowerPoint templates, presentation graphics, and slide templates are your allies in this journey. Use them wisely to create visually stunning and engaging presentations that leave a lasting impact.

In the end, remember that engaged employees are the driving force behind a company's success. It's not just about creating presentations; it's about creating a workplace where every team member feels valued, motivated, and part of a winning team.

1. What are some key elements to include in an employee engagement presentation?

In an employee engagement presentation (ppt), it's crucial to incorporate several key elements for maximum impact. First, consider using PowerPoint presentation slides, PowerPoint templates, to create visually engaging content. These visual aids can help increase employee engagement by making the information more digestible. Additionally, you can use this template to save time and ensure your presentation is both professional and visually appealing. Furthermore, consider including photos snapped when people weren't watching to add a personal touch and authenticity to your presentation. Remember, a friendly "good job" can go a long way in boosting morale and enhancing your company's performance.

2. How can I encourage employee engagement activities using a presentation?

To encourage employee engagement activities (employee engagement activities ppt) through a presentation, it's essential to create a compelling and interactive experience. Use business slides to outline the importance of these activities and how they contribute to the overall well-being of the team. Your slide can present a call to action, urging employees to participate actively. For instance, you can use slide shows to encourage charity or incorporate training sessions related to these activities. Remember that incorporating photos of your team engaged in these activities, whether it's themed office days or team-building events, can serve as powerful visual reinforcement of your message.

3. How can I effectively onboard new employees through a presentation?

Onboarding new employees is an important part of the onboarding process for any organization. To achieve this, consider creating a presentation that guides new hires through the initial stages of their journey with your company. A strategic planning analysis should be an integral part of this presentation, outlining the company's goals and vision. Use PowerPoint templates to maintain a consistent visual identity, and incorporate photos of your team to help newcomers feel welcome. Additionally, you can employ effective group learning sessions for all employees, including new hires, to foster connections and provide valuable information. This approach ensures that the onboarding process is not just about having someone answer some really important questions but also about creating a sense of belonging.

4. How can I boost employee morale and creativity using presentations?

Boosting employee morale and creativity is essential for a thriving workplace. Consider using presentations to applaud the amazing improvement ideas that no one initially thought of. Recognize and celebrate the contributions of your team, and highlight the value of innovation. Pairing employees with well-defined internal growth paths is another effective strategy. Use visual presentations to showcase success stories, group photos, and even funny photos to create a positive and engaging work culture. Frame them around the office to constantly remind your team of their achievements and the organization's commitment to fostering creativity.

5. Can pre-designed presentation templates help improve employee engagement?

Certainly! Pre-designed presentation templates can be a valuable resource in improving employee engagement. These templates often feature flat designs and complete decks that are not only visually appealing but also highly informative. When you use these templates, you save time and ensure a consistent and professional look for your presentations. This can positively impact job satisfaction among your employees, as they will appreciate the effort put into creating engaging and visually pleasing materials. So, don't hesitate to explore pre-designed templates to help you create impactful presentations that resonate with your team and boost overall engagement.

Create your employee engagement presentation with Prezent

Why start from scratch when you can utilize Prezent's extensive library of employee engagement presentation templates? With Prezent, you can save time, ensure brand consistency, and create personalized presentations that resonate with your team.

Engage your employees, boost morale, and increase productivity with Prezent. It's more than just a tool; it's a cultural element that can transform your workplace into a hub of innovation and collaboration.

So, go ahead, personalize your own company gift card to reward your team, encourage innovation, and foster relationships between employees and their managers. With Prezent, the possibilities are endless.

With Prezent by your side, you're on the path to creating a workplace that thrives on engagement, innovation, and excellence.

Signup for our Free Trial or a book a Demo today with Prezent!

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• Career Planning
• Skills Development

Important Presentation Skills for Workplace Success

• What Are Presentation Skills?

Steps To Create a Presentation

Skills that help make an effective presentation, how to make your skills stand out.

xavierarnau / Getty Images

Whether you’re a high-level executive or an administrative assistant, developing your presentation skills is one key way to climb in an office-based job. Leaders make decisions based on information shared in presentation format, and hardly any business changes its mind without first seeing a persuasive presentation.

It is important for any office employee to know what steps go into creating an effective presentation and what presentation skills are most important to employers. Highlighting these skills will also help you stand out during your job search.

Key Takeaways

• Presentation skills are what you need to know to be able to give an engaging, effective presentation.
• The steps to creating a successful presentation are preparation, delivery, and follow-up.
• Employers want to know you have the necessary skills to research, analyze, and create a presentation, plus the communication skills needed to deliver it and field questions afterward.
• You can highlight your skills to employers through your resume, cover letter, and interview.

What Are Presentation Skills? 

Presentation skills refer to all the qualities you need to create and deliver a clear and effective presentation. While what you say during a presentation matters, employers also value the ability to create supporting materials, such as slides.

Your prospective employer may want you to deliver briefings and reports to colleagues, conduct training sessions, present information to clients, or perform any number of other tasks that involve speaking before an audience.

Giving engaging and easy-to-understand talks is a major component of the strong  oral communication skills  that are a  job requirement  for many positions. Not all presentations take place in a formal meeting. Many presentation skills are relevant to one-on-one consults or sales calls.

Any presentation has three phases: preparation, delivery, and follow-up. All presentation skills fit into one of these three phases.

Preparation 

Preparation involves research and building the presentation. Consider the audience you'll be presenting to and what most interests them. This may mean crafting the entire text (or at least writing notes) and creating any slides and other supporting audio/visual materials.

You will also have to make sure that the appropriate venue is available, properly set up beforehand, and ensure the projector (if you'll need one) works and connects with your laptop.

You'll also want to practice your presentation as many times as you need to to feel comfortable delivering it with ease and confidence within the time allotted for the presentation.

Skills related to preparation include conducting research related to your presentation topic, devising charts and graphs depicting your research findings, and learning about your audience to better tailor your presentation to their needs. You'll also need to create digital slides, using statistics, examples, and stories to illustrate your points and effectively to persuade the audience.

Preparing handouts or digital references is an added courtesy that will help the audience pay attention because they won't be preoccupied with note-taking.

Your delivery is the part of the presentation that the audience sees. A good delivery depends on careful preparation and confident presentation and requires its own distinctive  skill set . 

Skills related to delivery include giving an attention-grabbing opening for a talk, providing a summary of what will be covered to introduce the presentation and provide context, and using  body language  and eye contact to convey energy and confidence.

Make sure you pause to emphasize key points, modulate your vocal tone for emphasis, and articulate your speech clearly and smoothly.

Don't be afraid of injecting humor or speaking with enthusiasm and animation—these techniques can help you in projecting confidence to your audience.

Summarize key points at the conclusion of the presentation, and be sure to have a plan for how you'll field any audience questions.

Presentation follow-up includes properly breaking down and storing any equipment, contacting any audience members with whom you agreed to communicate further, and soliciting, collecting, and analyzing feedback.

In some presentations, you may collect information from audience members—such as names and contact information or completed surveys—that you also must organize and store.

Skills related to follow-up include creating an evaluation form to solicit feedback from attendees, interpreting feedback from evaluations, and modifying the content and/or delivery for future presentations. Other follow-up skills include organizing a database of attendees for future presentations, interviewing key attendees to gain additional feedback, and emailing presentation slides to attendees.

To create and deliver the most effective presentation takes a variety of skills, which you can always work to improve.

You must be able to look honestly at your performance, assess the feedback you get, and figure out what you need to do to get better. That takes  analytical thinking .

More importantly, you need to have a firm grasp of the information you are about to communicate to others. You need to analyze your audience and be prepared to think quickly if asked questions that force you to demonstrate that you are fully aware of the material and its implications.

The kind of analytical skills you need to be an effective presenter include problem sensitivity, problem-solving , reporting and surveying, optimization, and predictive modeling. It also helps to be adept at strategic planning, integration, process management, and diagnostics. With these skills, you'll be better able to objectively analyze, evaluate, and act on your findings.

Organization

You do not want to be the person who spends half of their presentation time trying to find a cable to connect their laptop to the projector. Many things can and do go wrong just before a presentation unless you are  organized .

Presentation preparation also means keeping track of notes, information, and start/stop times. You will want to proofread and fine-tune all the materials you plan to use for the presentation to catch any mistakes. Make sure you time yourself when you rehearse so you know how long it will take to deliver the presentation.

A presentation that's finished in half the time allotted is as problematic as one that's too long-winded.

Some key organizational skills to work on include event planning, auditing, benchmarking, prioritization, and recordkeeping. Make sure your scheduling is on point and pay close attention to detail. Quick thinking is an important skill to have for when things inevitably go wrong.

Nonverbal Communication

When speaking to an audience, the way you present yourself can be just as important as how you present your information. You want to appear confident and engaging. You can do this through good posture, the use of hand gestures, and making eye contact with the audience.

Practice your  nonverbal communication  by filming yourself doing a practice presentation and observing your body language carefully. Your physical bearing and poise should convey a degree of comfort and confidence in front of an audience, while active listening , respect, and emotional intelligence will help you in facilitating group discussions.

Presentation Software

Microsoft PowerPoint is the dominant software used to create visual aids for presentations. Learn to use it well, including the special features outside of basic templates that can really bring a presentation to life. Even if someone else is preparing your slideshow for you, it will help to know how to use the software in case of last-minute changes.

Other software that is good to learn includes Microsoft Office, Apple Keynote, Google Slides, and Adobe Presenter.

Public Speaking

You need to appear comfortable and engaging when speaking before a live audience, even if you're not. This can take years of practice, and sometimes  public speaking  just isn't for certain people. An uncomfortable presenter is a challenge for everyone. Fortunately, public speaking skills can improve with practice . Some skills to work on include articulation, engagement, and memorization. You should be able to assess the needs of the audience and handle difficult questions. Controlling your performance anxiety will help you communicate more effectively.

Research is the first step in preparing most presentations and could range from a multi-year process to spending 20 minutes online, depending on context and subject matter. At the very least, you must be able to clearly frame research questions, identify appropriate information sources, and organize your results. Other useful skills include brainstorming, collaboration , comparative analysis, data interpretation, and deductive and inductive reasoning. Business intelligence is a skill that will help you evaluate what information you need to support the bottom line, while case analysis and causal relationships will help you parse and evaluate meaning.

Verbal Communication

Public speaking is one form of  verbal communication , but you will need other forms to give a good presentation. Specifically, you must know how to answer questions. You should be able to understand questions asked by your audience (even if they're strange or poorly worded) and provide respectful, honest, and accurate answers without getting off-topic. Use active listening, focus, and empathy to understand your audience. Skills such as assertiveness, affirmation, and enunciation will help you restate and clarify your key points as it relates to their questions or concerns.

You may or may not need a written script, but you do need to pre-plan what you are going to say, in what order you will say it, and at what level of detail. If you can write a cohesive essay, you can plan a presentation.

Typical writing skills apply to your presentation just as they do to other forms of writing, including grammar, spelling, vocabulary, and proofreading. The ability to build outlines, take notes, and mark up documents will also be useful.

More Presentation Skills

In addition to the skills previously mentioned, there are other important skills that can apply to your presentation. The other skills you need will depend on what your presentation is about, your audience, and your intended results. Some of these additional skills include:

• Summarizing
• Providing anecdotes to illustrate a point
• Designing handouts
• Recognizing and countering objections
• Posing probing questions to elicit more detail about specific issues
• Awareness of ethnic, political, and religious diversity
• Receiving criticism without defensiveness
• Refraining from speaking too often or interrupting others
• Anticipating the concerns of others
• Product knowledge
• SWOT analysis format
• Supporting statements with evidence
• Multilingual
• Working with reviewers
• Consistency
• Developing and maintaining standard operating procedures (SOPs)
• Developing a proposition statement
• Creating and managing expectations

Include skills on your resume. If applicable, you might mention these words in your  resume summary  or  headline .

Highlight skills in your cover letter. Mention one or two specific presentation skills and give examples of instances when you demonstrated these traits in the workplace.

Show your presentation skills in job interviews. During the interview process, you may be asked to give a sample presentation. In this case, you will want to embody these skills during the presentation. For example, you will want to demonstrate your oral communication skills by speaking clearly and concisely throughout the presentation.

PennState. " Steps in Preparing a Presentation ."

Harvard Division of Continuing Education. " 10 Tips for Improving Your Public Speaking Skills ."

Northern Illinois University. " Delivering the Presentation ."

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Positive Attitude at the Workplace Meeting

Positive attitude at the workplace meeting presentation, free google slides theme and powerpoint template.

Developing a positive attitude at the workplace is essential for any successful business. With this illustration-rich presentation, you can help your team learn how to create a positive work environment. It will provide them with the right tools to build better communication, foster mental health, and improve social skills. All these topics are covered in an engaging way, with a modern design in a cream tone. Download this presentation now and help your team create a more positive workplace!

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How to Make a “Good” Presentation “Great”

• Guy Kawasaki

Remember: Less is more.

A strong presentation is so much more than information pasted onto a series of slides with fancy backgrounds. Whether you’re pitching an idea, reporting market research, or sharing something else, a great presentation can give you a competitive advantage, and be a powerful tool when aiming to persuade, educate, or inspire others. Here are some unique elements that make a presentation stand out.

• Fonts: Sans Serif fonts such as Helvetica or Arial are preferred for their clean lines, which make them easy to digest at various sizes and distances. Limit the number of font styles to two: one for headings and another for body text, to avoid visual confusion or distractions.
• Colors: Colors can evoke emotions and highlight critical points, but their overuse can lead to a cluttered and confusing presentation. A limited palette of two to three main colors, complemented by a simple background, can help you draw attention to key elements without overwhelming the audience.
• Pictures: Pictures can communicate complex ideas quickly and memorably but choosing the right images is key. Images or pictures should be big (perhaps 20-25% of the page), bold, and have a clear purpose that complements the slide’s text.
• Layout: Don’t overcrowd your slides with too much information. When in doubt, adhere to the principle of simplicity, and aim for a clean and uncluttered layout with plenty of white space around text and images. Think phrases and bullets, not sentences.

As an intern or early career professional, chances are that you’ll be tasked with making or giving a presentation in the near future. Whether you’re pitching an idea, reporting market research, or sharing something else, a great presentation can give you a competitive advantage, and be a powerful tool when aiming to persuade, educate, or inspire others.

• Guy Kawasaki is the chief evangelist at Canva and was the former chief evangelist at Apple. Guy is the author of 16 books including Think Remarkable : 9 Paths to Transform Your Life and Make a Difference.

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Ways To Motivate Employees Powerpoint Presentation Slides

Talk about the categories of employee value proposition such as opportunity, rewards, work, people, organization, etc. with the aid of our content ready Ways To Motivate Employees PowerPoint Presentation Slides. Create a friendly work environment and encourage employee achievements using this professionally designed employee value proposition PPT slideshow. Reward recognition and positive communication is the key to employee motivation. Take the assistance of the visually appealing employee motivation PowerPoint complete deck to create a career path and encourage friendly competition for your employees. The methods of staff motivation PowerPoint complete deck contains ready to use twenty-one PPT slides that will help you to focus on employee growth, management development, ongoing employee recognition and so on. You can also use the topic-specific employee satisfaction techniques PPT graphics to attract and retain talent sufficiently. Thus, download the eye-catching and informative work motivation PowerPoint presentation to create a strong people brand. Our Ways To Motivate Employees Powerpoint Presentation Slides keep you calm and controlled. They ensure you don't fly off the handle.

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Content of this Powerpoint Presentation

Slide 1 : This slide introduces Ways to Motivate Employees. State Your Company Name and begin. Slide 2 : This slide shows Employee Value Proposition Components as- Rewards & Benefits, Employment Brand, Recruiting Strategy, Corporate Brand, Employment Feedback. Slide 3 : This slide presents Employee Value Proposition Categories as- Opportunity, Rewards, Work, People, Organization. Slide 4 : This slide displays Employee Value Proposition Canvas describing- Work Life, Compensation & Benefits, Professional Development, Recognition & Rewards, Culture. Slide 5 : This slide represents Employee Value Proposition Template with categories as- Compensation, Benefits, Career, Work Environment, Culture. Slide 6 : This slide showcases Employee Value Proposition Framework describing- People, Work, Opportunity, Reward, Organization. Slide 7 : This slide shows Employee Value Proposition Template 2 describing- Career, Culture, Work Environment, Compensation, Benefits. Slide 8 : This is another template for Employee Value Proposition. Slide 9 : This slide reminds about 10 minutes coffee break. Slide 10 : This slide displays Way To Motivate Employees Icons. Slide 11 : This slide is titled as additional slide for moving forward. Slide 12 : This is About Us slide to show company specifications etc. Slide 13 : This is Our Team slide with names and designation. Slide 14 : This is a Financial slide. Show your finance related stuff here. Slide 15 : This is Our Mission slide with related imagery and text. Slide 16 : This is a Silhouettes slide to show people specific information etc. Slide 17 : This is Our Target slide. State your targets here. Slide 18 : This is a Puzzle slide with text boxes to show information. Slide 19 : This slide shows Clustered Bar chart with two products comparison. Slide 20 : This slide displays Stacked Area chart with two products comparison. Slide 21 : This is a Thank You slide with address, contact numbers and email address.

Ways To Motivate Employees Powerpoint Presentation Slides with all 21 slides:

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