presentation on team engagement

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.

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Home Blog Business Employee Engagement: 6 Strategies That Work

Employee Engagement: 6 Strategies That Work

Happy and productive employees are good for business. It’s a fact. However, few workplaces managed to maintain high engagement levels.  In 2020, 49% of workers stated that they are disengaged, according to Gallup’s latest data . In other words, they feel no psychological attachment to their job or the employer, and, as a result, have low-to-no motivation for doing the best work.

On the other hand, the same survey indicates that the number of engaged employees reached 38% of the total workforce — the highest since 2000. What this data is telling us is this: some companies are clearly succeeding in keeping their people motivated, whereas others don’t. So what sets leaders apart from the laggers? Let’s drill down to the matter. But before we jump in, let’s get some key definitions out of the way.

So What is Employee Engagement?

Gartner provides the following baseline definition of employee engagement:

“Employee engagement stands for the “individuals’ alignment with the organization and their willingness to invest discretionary effort (go above and beyond the call of duty) to achieve organizational objectives.”

As this definition suggests, employee engagement pertains to employees’ motivation, morale, and overall willingness to pursue the set goals. Clearly, a lot of factors contribute to high levels of engagement:

• Individual compensation
• Positive workplace culture
• Good leadership
• Proactive mentorship
• Mature HR practices
• Ongoing training and development opportunities
• Personalized approach to every employee

Workforce engagement is high among organizations that actively invest in well-being, not one’s that merely attempt to boost employee retention and on-the-job satisfaction with cash bonuses and higher salaries. A solid employee engagement strategy incorporates multiple facets for monitoring staff performance , productivity, and happiness and finding new ways for empowering people to do their best work, both on individual and team levels.

Helpful template: The X model of Employee Engagement PowerPoint Template

Why is Employee Engagement Important?

As prompted at the beginning of this post, when workplace engagement is high, businesses are seeing better returns on their investment.

The disengaged workforce, in turn, leads to lower day-to-day productivity losses, operational inefficiency, and ultimately sky-high employee attrition rates.

According to various sources:

• Disengaged employees cost U.S. companies up to $550 billion per year.
• Four in five employees wish they could receive more recognition for their work. Since that’s not happening, as much as 64% are open to changing jobs this year.
• 20% of the most disengaged employees cause the biggest productivity losses within a company.

On the other hand, when staff engagement levels are high, great things happen for their employers too:

• Highly engaged business units show a 21% greater profitability .
• Employees are 4.6 times more likely to feel empowered to do their best when they feel that their voices are heard.
• Businesses with higher than average employee engagement exceed the financial performance of peer companies by 73.5% .

As these data points conclude: a corporate employee engagement strategy can deliver measurable results. Whereas the lack of one will cast a direct negative impact on your bottom lines.

In a study conducted by Gallup, it was found that even in times of Coronavirus, there was a rise in the percentage of engaged workers in US companies. Those employees who are highly involved in and committed to their work and workplace reached 38%. This is the highest level since Gallup began tracking this metric.

How to Improve Employee Engagement: 6 Strategies That Work

Apply the following employee engagement strategies to boost employee motivation and increase engagement.

But remember, team engagement is a continuous effort. You can’t foster sticky behavior changes with point improvements. So consider how you can work in these ideas into a more comprehensive company-wide cultural and managerial strategy.

1. Shift from the Boss Culture Towards Coach/Mentor One

A toxic workplace culture, that stems from mismanagement and gaps in leadership, is a root cause of low engagement. After all, it is the management that accounts for 70% of variances in team engagement. Their personal behaviors and their subsequent projection on subordinates can affect your entire organization.

For instance, one leader with strong micromanagement inclinations can cause low morale among subordinates, plus sabotage cross-department success with their tendency to request constant approvals and drive down individual ownership in projects.

Furthermore, most of the “boss” leadership styles are rarely compatible with creative and innovative work. Autocratic and Coercive leaders hinder an individual’s ability to generate innovative ideas and show any sort of initiative. That’s why the leading companies are stepping away from the ‘my way or highway’ type of leadership towards coaching and servant leadership models.

Leaders that take on the role of a “Coach”:

• Identify individual team member’s strengths and determine how to use them the best way possible.
• Encourage the team to solve any issues on the local level, instead of escalating them to upper-management.
• Focus on individual and group training and development as part of a larger employee retention plan.
• Cultivate a growth mindset  within the team — essential to reaching the stated team objectives faster.

2. Improve Employees’ Physiological Safety at the Workplace

Again, toxic behaviors among management or peers can create a strong sense of physiological discomfort with an employee. Such pressure further increases the person’s stress levels and undermines their performance.

What’s even more problematic is that one negative employee experience can decrease the person’s psychological safety by up to 35%, according to Gartner . And when people feel threatened in one way or another, they tend to make rash moves. As a result, the same study suggests that employee misconduct can increase by as much as 33% at workplaces with low physiological safety.

One of the best employee motivation techniques for addressing this issue is to create a simple process for reporting any sorts of unethical behaviors. Make it clear that your company has a zero-tolerance policy for bullying, shouting, and other impromptu actions. Have your HR teams explain what steps you are taking to ensure greater physiological comfort and that no employee should be afraid to call out misconduct at any level.

3. Address and Prevent Employee Burnout

Keeping your employees productive does not equal making them overworked. Sadly, as much as 67% of employees state that they are sometimes, often, or always feel burned out at work.

A proper work-life balance is essential to mental wellbeing, which, in turn, drives higher day-to-day engagement. Some of the methods of employee engagement that can help create a more balanced work culture are as follows:

• Allow a set number of work-from-home days per month
• Restrict employee hours to prompt everyone to get more organized with their time
• Suggest more flexible hours/arrangements for working parents
• Set up a workplace volunteering program
• Provide a personal wellness/health allowance
• Allow a set number of personal ‘ mental health days ’ per year
• Encourage (not fret upon) vacation time

4. Pitch More Career Development Opportunities

As much as 94% of employees said that they’d stay with their current employer longer if they felt that the company truly invested in their career development. High employee turnover and low engagement often stem from the fact that people feel confined to their roles and see no evident career progression path (even if there is one). That is why to maintain a high employee retention rate you should proactively educate your staff on possible career development opportunities.

Mind that vertical progression (a promotion) isn’t the only option for retaining and re-engaging key people. Most employees would happily look into horizontal growth opportunities — upskilling, training, certifications, and other education that could help them get even better in the current role.

A solid employee engagement best practice, in this case, is encouraging managers to advocate for and be held accountable for their subordinates’ development. In particular, prompt the team leaders to:

• Recognize and celebrate people who made solid progress since they started the job.
• Discuss, set, and report on short- and long-term goals that they’ve set for each team member.
• Pitch suitable candidates for promotion or new roles to the recruiting department to ensure meaningful internal promotions.

Helpful template: Personal Growth

5. Promote Inclusivity

Diverse and inclusive organizations are more successful, be it in the workspace or remotely. Research shows that 20% in organizational inclusion further translates to:

• 6.2% rise in an on-the-job effort
• 5% rise in employees’ intent to stay with the company
• 3% rise in individual employee performance.

Compound this with the fact that a diversity and inclusion policy also boosts your employer brand and you are sure to get that stakeholder buy-in for your employee engagement ideas, based around the idea of increasing D&I.

6. Steer a Culture of Continuous Feedback

Traditional employee engagement surveys are nice-to-conduct, but they rarely provide you with the full picture of employee well-being (or lack thereof). Rather than sending company-wide general surveys, move to a more individualized, metrics-driven approach to measuring the effectiveness of your efforts. Specifically, you should look into ways to capture and analyze the following metrics and KPIs:

• Employee turnover rates
• Levels of absenteeism
• Employee Net Promoter Score (eNPS)
• New hire failure rates
• Employee retention percentage
• Peer relationships metrics
• Individual and team performance metrics
• Job/role satisfaction scores

Helpful template: Net Promoter Score PowerPoint template by SlideModel

All of these act as strong proxies for employee engagement . Plus, by collecting this type of data you can further plug it to real-time big data analytics tools that would translate them into actionable insights that HR teams can act upon. The current state of machine learning enables algorithms to sift through all the data at hand and identify early patterns of dropping performance or engagement. By drawing early attention to areas of risks, managers could create more timely and personalized re-engagement plans for individuals instead of acting all surprised when a star employee brings in a resignation letter.

To Conclude

Employee engagement is challenging to get right, but expensive to get wrong. Lack of proactive care and attention towards your team directly impacts your company’s operational effectiveness. Furthermore, employees’ disengagement and frustrations will find a direct reflection on your customers in the form of poor customer experience . So it’s time to get proactive with employee engagement. You now have all the strategies you need for that!

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Burnout, CliftonStrengths, Coaching, Employee, Employee Engagement, Gallup, Inclusivity, Leadership, Mentor, Mentoring, Motivation, Net Promoter Score, Remote Work, StrengthsFinder, Survey, Workspace Filed under Business

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Employee Engagement Powerpoint Templates and Google Slides Themes

Discover a collection of visually stunning and interactive presentation templates designed to captivate your audience and enhance employee engagement.

Explore Free Employee Engagement Presentation Templates

Geometric Company Onboarding Plan for New Hires

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Modern Recruitment Process How We Hire

Capture your audience’s attention and simplify your company’s hiring ups and downs with our dark blue, modern, illustrated business PowerPoint ... Read more

Illustrated Presentation Skills Workshop

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Business Geometric Template

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Purple Hexagons

If you need to prepare a presentation related to scientific or technological topics, take a look at this template. Its professional design with hexagonal shapes will attract your audience's attention right away. ... Read more

Clean Teamwork

This multi-purpose free presentation template, elegant and polished, will help you communicate your ideas successfully. This design stands out thanks to its illustrated scenes of people working and neutral colors. You’ll get a professional presentation ready in half the time, to present your last project, a new marketing campaign or any other topic. Don't miss the opportunity to shine at your next meeting! ... Read more

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SlidesCarnival templates have all the elements you need to effectively communicate your message and impress your audience.

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How Companies Can Improve Employee Engagement Right Now

• Daniel Stein,
• Nick Hobson,
• Jon M. Jachimowicz,
• Ashley Whillans

Start by connecting what people do to what they care about.

A year and a half into the pandemic, employees’ mental “surge capacity” is likely diminished. Managers must take proactive steps to increase employee engagement, or risk losing their workforce. Engaged employees perform better, experience less burnout, and stay in organizations longer. The authors created this Employee Engagement Checklist: a distilled, research-based resource that practitioners can execute on during this critical period of renewed uncertainty. Use this checklist to boost employee engagement by helping them connect what they do to what they care about, making the work itself less stressful and more enjoyable, and rewarding them with additional time off, in addition to financial incentives.

As the world stumbles toward a Covid-19 recovery, experts warn of a surge of voluntary employee departures, dubbed the “Great Resignation.” For instance, one study estimates that 55% of people in the workforce in August 2021 intend to look for a new job in the next 12 months. To counteract the incoming wave of employee turnover, organizations — more than ever — need to focus on cultivating employee engagement .

• DS Daniel Stein is a fifth-year doctoral student in the Management of Organizations (MORS) Group at UC Berkeley, Haas School of Business. He conducts research on groups and teams, focusing on commitment to one’s group. He studies commitment across multiple levels, ranging from teams to organizations.
• NH Nick Hobson is chief scientist and director of labs for  Emotive Technologies , a behavioral technology think tank that brings together leading academic researchers, technologists, and business strategists in order to create and share knowledge. A PhD-trained behavioral scientist and adjunct lecturer at the University of Toronto, Nick’s research and client practice specializes in employee experience (EX) and the influence of behavioral science as a tool for business success.
• Jon M. Jachimowicz is an assistant professor in the Organizational Behavior Unit at the Harvard Business School. He received his PhD in management from Columbia Business School. He studies how people pursue their passion for work, how they perceive passion in others, and how leaders and organizations seek to manage for passion.
• Ashley Whillans is an assistant professor in the negotiations, organizations, and markets unit at the Harvard Business School School and teaches the “Negotiations” and “Motivation and Incentives” courses to MBA students and executives. Her research focuses on the role of noncash rewards on engagement and the links between time, money, and happiness. She is the author of Time Smart: How to Reclaim Your Time & Live a Happier Life (Harvard Business Review, 2020).

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Employee Engagement

Ivan Andreev

Demand Generation & Capture Strategist, Valamis

May 4, 2020 · updated April 3, 2024

22 minute read

After reading this guide, you will be able to improve employee engagement in your organization for both general and remote workers.

Given the current situation with COVID-19, many workplaces are turning to remote work, some for the first time.

With workers being away from direct supervision, employee engagement becomes that much more important, as an engaged employee is one who can be trusted to competently, consistently perform their job, often going above and beyond their job description to make sure that they are delivering high-quality results.

What is employee engagement?

Why is employee engagement important, employee engagement strategy, employee engagement action plan, employee engagement ideas and best practices, employee engagement activities, employee engagement metrics, employee engagement survey questions, employee engagement models, employee engagement books, articles, and publications.

This guide will help you better understand employee engagement, how to curate it in your organization, both for general and remote work, and give you actionable tips and best practices for increasing your employee engagement.

Employee engagement is the level of mental and emotional commitment an employee has towards their job, the organization, and its goals.

An engaged employee is driven to help their organization succeed by directing their best efforts towards their work. They believe in the organization, and they will work to make sure that the organization succeeds.

It is important to note that employee engagement is different from employee satisfaction. A satisfied employee will not necessarily commit extra time and effort into the organization’s success, rather they will perform their job competently without expending extra effort.

Job satisfaction tends to be transactional, corresponding to salary and benefits. Employee engagement is not transactional; an employee with a higher salary will not necessarily be an engaged employee.

Develop and maintain a strategy-driven learning culture

Upgrade your organization’s learning culture with clear, actionable strategies to address the challenges.

Employee engagement can massively aid an organization, and organizations with engaged employees consistently outperform their competitors.

The benefits of employee engagement within an organization:

1. Better customer satisfaction

Engaged employees will go above and beyond to provide great service to customers. They will take pride in performing their jobs to the best of their ability.

This could mean that a salesperson takes extra time out of their day to walk a potential customer through the product, a programmer works overtime to rid bugs from a client’s new program, or a retail clerk helps customers find the perfect fit of jeans, no matter how long it takes.

Customers who receive great service will both return and tell others about their experience, increasing customer loyalty for your organization.

2. Improved productivity and efficiency

An engaged employee wants their work to benefit the organization, so they will find ways to produce great quality work quickly. While an employee who is not engaged might simply want to come in and collect a paycheck with the least amount of work, an engaged employee will use discretionary effort to make sure that their work yields the highest result.

3. Reduction of staff turnover

This is another example of how employee engagement and employee satisfaction are different. An employee might be very satisfied with their job but they will happily take another job if offered a nice raise. Studies show that employee retention is a challenge, with 81% of small businesses recognizing turnover as a costly problem. When an employee leaves, it can disrupt services, costing the organization money and upsetting clients, and replacing a lost employee can cost up to 40% of a salary.

If an employee is truly engaged, they will not want to leave their role, as they want to continue helping the organization reach its goals. They won’t be tempted to look for other work, because they are mentally and emotionally connected with the work that they are already doing.

Employee engagement leads directly to better staff retention, especially of top performers, which has become increasingly important, and difficult, with today’s hyper-mobile workforce.

4. Lowered absenteeism

Continuing from the above point, another benefit of employee engagement is that engaged employees will want to come into work, as they believe in what they are doing.

They are less likely to miss work, and will even make an effort to work on their own time.

5. Enhanced company culture

Company culture is massively important to employees, and a bad culture can break an organization.

When employees are properly engaged with the organization, they understand their own importance in the company, as well as others, and are far more likely to take time to help train, advise, and lead those around them.

They are invested in the organization’s success, which is built by employees, so they will make sure that other employees are able to contribute to that success effectively.

7. Better business outcomes

Companies that have engaged workers report 21% higher profitability and were scored 17% higher on productivity.

Engaged employees work harder, doing a better job, driving up customer satisfaction and loyalty, and bringing a great deal of value into the organization.

Engaged employees will increase profitability through their work, and often lead innovation within their team, department, or organization.

8. Decrease number of safety incidents

Engaged employees pay attention to what they are doing, because they care about doing their job right. Workers will be more mindful of their surroundings and actions, and will go the extra mile to perform their duties correctly.

Engagement also increases innovation, with workers offering solutions to avoid safety incidents in the future, streamlining processes and increasing productivity.

Once you have given an employee engagement survey and identified the areas in which your organization needs to improve, the next step is to develop a strategy for doing so.

What actions you can take will depend on the size and budget of your organization, but no matter the level, there are concrete actions that your organization can undertake to improve employee engagement.

There are seven main areas that have the most impact on employee engagement:

• Work-life balance
• Communication and goal setting
• Organizational transparency
• Autonomy and challenge
• Rewards and recognition
• Training and learning opportunities
• Compensation and benefits

Depending on the results of your employee engagement survey, there will be certain areas in which your organization will want to focus on.

Selecting two or three which are the most urgent is a good place to start.

Read: 5 Ways on How to Improve Employee Engagement

After your organization has chosen the areas in which you will focus, it is time to develop an employee engagement action plan.

It is not enough to simply say that you want to improve rewards and recognition, you must develop concrete, actionable steps to do so. This is done by creating initiatives.

For example, if an organization wants to focus on training and learning opportunities, here is how they could develop an action plan:

• Organizational leadership decides which area they would like to focus on. In this example, it is training and learning opportunities.
• Leadership would then decide who is responsible for leading the action plan. This should be a team from different levels of the organization, ideally made up of employees who show a high level of engagement already. This is a good opportunity to develop leadership skills in employees and to show that their contributions are valuable.
• Leadership should agree on a budget, timeline, and meeting schedule for this team. Desired results should be clearly laid out, so that the team has a clear mandate for what they should achieve.
• A team is gathered, instructed, and asked to develop a plan. They present this plan to the leadership, with the steps that they will take to achieve their results. For example, they might develop an initiative for upskilling employees by pairing them with senior members of their team. They could recommend using a talent development platform, researching which platforms would work for this purpose, showing a timeline, expected costs, and projecting what the outcome of this initiative would be.
• The leadership team will adopt this plan, or make adjustments to it based on organizational needs and goals. The budget is approved, and the timeline is set.
• As the team proceeds with this process, there will be regular presentations to the leadership to update on progress, make necessary adjustments, and expand the program, if needed.

Laying out a clear path to how this initiative will be achieved is the best way to ensure its success.

These ideas and best practices will help you construct your employee engagement action plan and effectively implement it in your organization.

1. Think holistically

Given how much time is spent at work, it’s no surprise that employees want their workplace to be a pleasant one.

This covers everything from the space in which they work to the small perks like coffee and snacks.

• What are the features of the work environment that you can control?
• Are there ways that you can make the working space a nicer place to be?

Changing the environment to better suit your employees shows them that you value their comfort.

2. Emphasize respect

This approach is all about the individual value that each person brings to the organization.

You want your employees to feel that both their opinion and work is respected.

An engaged employee is one who is willing to come to their leadership team with their opinion, even if that opinion is negative, because they know that they will be listened to.

This is the best way for organizations to quickly learn where issues are, but will only happen if the employees know that there are no negative repercussions for speaking out.

3. Recognize achievement often and loudly

If an employee feels that their work is not properly recognized, they will quickly lose engagement. What is the point of working hard if no one cares?

This doesn’t mean that each time a project is completed successfully that your organization should be giving out cash prizes, even a simple announcement at a weekly meeting can be enough to energize an employee and make them feel valued.

Management teams should focus on recognizing individual achievements regularly.

4. Increase transparency

It’s no good to work behind the scenes to increase engagement, employees should be updated often about what their leadership is up to.

Using strategies like all-organization meetings, weekly team updates and newsletters, an organization can let employees know that they are taking employee well-being seriously, and are working to make the organization a better place.

Employees will become more engaged simply by knowing that their leadership values them and is working to make the organization a better place.

5. Show employees that you listen

If you want truly engaged employees, your organization has to make the action a priority.

If there are complaints, there should also be solutions proposed and acted upon by the organization.

If employees feel like their complaints, suggestions and thoughts on improvement fall upon deaf ears, they will quickly stop trying to engage.

6. Help your employees understand their role in the organization

A key part of an employee’s engagement is the feeling that their actions help the organization achieve its goals.

To help employees better understand how they contribute, make sure that they understand their role, and how that role is a key part of the overall organization. No matter their specific job, each person contributes to an organization’s success, and from day one, employees should understand their contribution.

7. Empower your managers to coach

Your managers are on the front line of empowering and engaging their teams.

Their role should be one of coaching, advising and nurturing their employee’s growth, rather than simply managing. When you have engaged managers, their employees will respond in the same way.

There are plenty of ways that leadership teams can energize and engage employees. These can range from in-office activities to group expeditions, and, depending on your organization, different ones will be effective.

• Have your employees write their own job descriptions. Ask them to define their role, and have them carve out some areas in which they would like to take on responsibility. This will give you critical insight on how you can develop that employee, and they get a feeling of ownership over their role.
• Have the leadership team turn to employees for advice. Upper management shouldn’t be too far removed from employees, and the pride of being asked for help, and being listened to, by upper management can give a real boost to employees. Not only that, you might discover some hidden talents or skills amongst employees that could help the organization. It’s crucial that the advice given is advice followed in this case, you want to demonstrate that employees are heard.
• Make sure to create the space inside the office to celebrate work achievements, birthdays, special occasions, and to give exiting employees a proper send-off . Create an organizational culture that celebrates individuals, makes time for fun, and holds people in the spotlight to reward their contributions.
• Use out of office activities to activate engagement. Escape rooms have become a particularly popular one for smaller teams, as they promote teamwork in a fun, dynamic environment. Team-building activities can be done on a variety of levels, from organizational camping trips to volunteer work, and there are many opportunities to create out of office opportunities for employee engagement.
• Start a mentorship program. Employees that receive training and skill development feel more valued by their company and will be more engaged. Encouraging upskilling and cross-training will benefit both the company and the employees greatly.
• Promote from within. If an employee sees a clear path to career opportunities within their organization, they will be much less likely to look elsewhere for them. Show that your organization recognizes the value of its own employees by promoting from within the company whenever possible.
• Encourage health, wellness, and charitable actions. A healthy business needs a healthy workforce and community. Giving employees access to gyms, green space, even massage therapists can dramatically improve engagement. Try organizing company-wide charitable actions to improve teamwork and community engagement.

How to measure employee engagement

How can you find out how engaged your employees are? It isn’t a simple, quantifiable question you can ask employees, nor is it something you can measure without your employees direct input.

Not only that, but different factors will engage employees in different companies, so there is no ‘one size fits all’ solution for measuring employee engagement.

An employee engagement survey is one of the best tools available to measure employee engagement metrics.

A well-designed survey will give you plenty of data about your organization, as well as give you some insight into which areas need work.

You will even be able to pinpoint if there are certain departments under or overperforming, so you can further study those areas.

To measure employee engagement, an organization should design an engagement survey.

This survey should be given to all employees and should be done on a regular basis.

Some companies choose to perform an in-depth engagement survey once a year, then use pulse surveys on a more frequent basis to check in on employees. Other organizations choose to have engagement surveys much more frequently.

It all depends on the needs of the organization and the situation inside that particular industry, country, or the world.

Pulse surveys

Pulse surveys can be used to explore individual topics more closely or look further into how specific teams or departments are feeling, delivering real-time feedback from employees that can be used to measure the efficacy of new policies to drive employee engagement, but are less in-depth than an employee engagement survey.

If there has been an event inside the company, such as a change in leadership, disruption in the industry, or some other large event (such as COVID-19), then an engagement survey can be a great tool to help leadership understand how the employees are feeling.

Engagement surveys

The engagement survey is an important starting point for measuring employee engagement, but organizations can also use more continuous strategies to get data more frequently.

Using engagement surveys, pulse surveys, and one-on-one techniques can help an organization have a more complete understanding of employee engagement.

The goal of the engagement survey is to better understand your employees thoughts and feelings about the organization, find where there are problem areas or areas of particular strength, understand trends within the organization, and show your employees that you care about their thoughts and want to improve the organization with their help.

With a survey like this, it is important to design it from the end. It is useless to give your employees a survey if you don’t know what to do with the information you will receive from it.

Think about what you will do with the survey results.

• Who will be in charge of following up on the results of the survey?
• Who will be leading the action based on the results?
• How much action are you willing to take?
• What will the action look like?

Smart organizations also direct their management teams to measure engagement on a more individual basis, using one-on-one techniques to better understand how members of each manager’s team are feeling.

There are many metrics that can be used to measure employee engagement, but keep in mind that every company is different and these metrics will differ year to year, or even depending on the season, especially if your organization has one time of year that is busier or more stressful.

1. Employee turnover rate

Your organization should keep track of the employee turnover rate, as it will give you valuable information about any problem areas within your organization.

There is no one turnover rate that should be aimed for across the board; it will be different for various industries, departments, and levels within an organization.

Consistently high turnover rates within one team or department could be an indication of an engagement issue.

Engaged employees stay with their company, as they are plugged into the greater goals of the organization and want to work to help achieve them.

2. Absenteeism

This metric is closely associated with the turnover rate.

As stated above, engaged employees show up to work, and want to put in the effort so that the organization will succeed.

If there is a high percentage of absenteeism within your organization, you should take that as a sign that your employees are not engaged.

3. Employee net promoter score

This is a simple, but effective, metric that simply consists of asking employees if they would recommend working at your organization to friends, colleagues, or family.

It is scored on a 0 to 10 scale, with 6 or less being classified as a ‘ detractor ’, 7 to 8 being considered ‘ passive ’ and 9 and 10 being considered ‘ promoters ’.

Survey your employees on this question, subtract the detractors from the promoters, and you will have your organization’s score.

A negative score will tell you that employees, on the whole, don’t recommend your organization as a place to work, while a positive score shows good employee engagement.

4. New employee engagement

Look at the rates of new employee 90-day failure, as well as employee engagement with employee onboarding content.

If your employees are failing right out of the gate, this is a key indicator that they are not being set up for success within your organization. This can be traced back to a lot of factors, including a bad onboarding process, lack of training, or bad company culture.

We have mentioned that it is important to create a well-designed survey, but what questions should be there?

Employee engagement survey questions should cover the following areas, and should be rated on a scale from one to five:

1. Individual needs, feelings and beliefs

Good examples of this type of question:

• I feel like I am compensated fairly for the work that I do
• I am proud to work here
• I would recommend this organization to friends and colleagues
• I feel motivated by my role, team or workplace

2. Trust in team, management and leadership

These questions could include:

• I feel valued by my manager and team
• I trust my colleagues and management team
• I enjoy working with my team
• I feel that the goals of the company are aligned with my own
• I trust the leadership of this company

3. Teamwork focused questions

Some example questions are:

• I feel that my team is effective
• I trust my colleagues to do their jobs well
• My team helps me complete my work
• I know who I can turn to for help

4. Career development and support

Questions like:

• I am given the proper time and resources to do my job well
• I feel that I have been trained properly for my role
• I know what is expected of me
• I see myself working here in five years
• I am excited by my work

5. Value and recognition

• I am recognized for my work
• I feel like I am valued by my organization
• I think I am rewarded fairly for my effort

6. Confidence in the future

• I believe this company will be successful in reaching their goals in the long term
• My leadership team is effective
• My organization’s long term goals match my own

All of the questions in these categories can be adjusted to better suit your particular organization.

Career development plan template

This template helps employees and bosses plan together for career growth: set goals, assess skills, and make a plan.

The purpose of the employee engagement survey is to get a deeper understanding of your unique organization, and so there is no pre-made survey that can achieve that. For example, if there has been a recent shakeup of leadership, the survey might have more questions about trust in leadership than one for an organization that has had the same leadership team for decades. Consider what areas your organization needs to focus on, and design the survey with that in mind.

There are many employee engagement models available to help organizations better understand the process of increasing employee engagement.

IES model of engagement

The IES model, developed in 2003, emphasizes that employees must feel valued and involved to be properly engaged with their employer.

The ten core concepts that lead to feel valued and involved are:

• Job satisfaction
• Family-friendliness
• Cooperation and communication
• Health and safety
• Conditions and benefits
• Equal opportunities and fair treatment
• Performance and appraisal
• Immediate management and training
• Development and career

When those needs are fulfilled, then employees will be engaged.

Schmidt model of employee engagement

The Schmidt model, developed in 2004, places a great deal of importance on the recruitment and retention of the right workers.

This model posits that once an organization has the right workforce in terms of specific competencies and knowledge, then they can focus on creating a positive and supportive workplace, which in turn promotes a feeling of workplace well being, which will lead to employee engagement.

Penna’s model of employee engagement

This model, developed in 2007, is a hierarchical model.

The pyramid-shaped model begins with basic working conditions. It then moves to the next level, learning and development, followed by promotion opportunities, which is followed by leadership, trust and respect. At the top of the pyramid is meaning.

As the organization develops each of these levels, employee engagement will increase. This model posits that an organization that follows this model, delivering meaning within work to employees, will increase their retention and attract better employees.

The Zinger model of employee engagement

David Zinger developed this model in 2009.

This model balances three inputs:

1. Organizational

Organizational input is the development of a culture where employee engagement is valued, prioritized and shared amongst all employees.

Recognition and appreciation are key aspects of this. At the top levels of management, support should be given, as well as investment in organizational resources and education, to increase engagement.

2. Leadership

Leadership input is the development of leaders who are themselves engaged.

Zinger’s model states that employees will not become engaged if their leaders are not, so this is a key step.

Leaders must engage authentically with their employees, paying close attention and working enthusiastically to develop their team’s strengths and helping them overcome weaknesses.

3. Individual

Individual input is the employee’s own engagement contributions.

Employees should work to focus on the positive aspects of engagement, channeling their energy in the correct direction while making space to include fun in their work life. Ownership of one’s own work and contributions to the organization are key factors here.

Zinger’s model posits that when those three inputs are developed, employee engagement will increase.

The Zinger engaged model is arranged like a pyramid, with the bottom four blocks representing the leveraging of employee strengths, making meaning in work, leveraging employee energy, and employee well being. The next level consists of three blocks that represent living in the moment, fostering a strong workplace community, and proper recognition of employee effort. The third level is two blocks, representing the path of career development and excelling at a performance. The final level, which is the culmination of all the levels below it, is the achievement of results.

• Carrots and Sticks Don’t Work: Build a Culture of Employee Engagement with the Principles of RESPECT
• Understanding Employee Engagement (Applied Psychology Series)
• The Employee Experience Advantage: How to Win the War for Talent by Giving Employees the Workspaces They Want, the Tools They Need, and a Culture They Can Celebrate
• ENGAGEMENT MAGIC: Five Keys for Engaging People, Leaders, and Organizations
• The 5 Languages of Appreciation in the Workplace: Empowering Organizations by Encouraging People
• Employee Engagement Action planning toolkit
• William Kahn: The founding father of employee engagement
• Understanding employee engagement: Theory, research, and practice

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Everything you need to know about employee engagement PPT

Employee engagement is really the "heart and soul" of any organization. It's all about creating a workplace where employees feel motivated and connected to the company's mission and values.

It is the measure of how invested an employee is in their job and how motivated they are to do their best work. It is essential for businesses to have an engaged workforce to achieve their goals.

By increasing employee engagement, employers can reap the rewards of higher productivity, improved customer service, and better job satisfaction. To achieve this, employers need to create a culture of open communication, collaboration, and recognition. With the right initiatives in place, employers can watch their employee engagement soar as high as the sky - and maybe even "touch the stars"!

Employee engagement can help build a strong team that is focused on achieving the same goals and objectives. It can also help to increase employee satisfaction, productivity, and retention. It can also help reduce turnover and absenteeism, as well as improve communication and collaboration.

This PPT is sure to be a “slide to success” as it covers the primary aspects of employee engagement.

Employee Engagement PPT by Santhosh Kumar on Scribd

Investing in employee engagement is an important step in ensuring the success of your organization. Through engaging your employees, you can create a workplace culture that is both motivating and inspiring.

This can be done through various employee engagement activities. By taking the time to invest in employees, you can build a positive and productive workplace culture that will help your organization reach its goals and objectives.

But why employee engagement activities?

Employee engagement refers to the emotional connection that employees have with their work, their colleagues, and their organization. It is essential for organizations to foster an environment that encourages employees to be engaged in their work and this can be done through employee engagement activities.

When organizations invest in employee engagement activities, employees are more likely to be satisfied with their jobs and to feel appreciated for their work. When employees feel appreciated, they are more likely to remain loyal to the organization and more likely to be productive.

Employee engagement activities can also help to increase employee morale, reduce absenteeism and turnover, and foster a culture of collaboration and innovation.

Employee engagement activities can help to drive innovation and creativity within the organization. When employees feel empowered and valued, they are more likely to think outside the box and contribute to the organization’s success.

Employees who are engaged are also more likely to be committed to their work, which can lead to higher quality work and better customer satisfaction.

When potential employees see that an organization invests in its employees, they are likely to be more interested in working for that organization. This can help the organization attract and retain the best talent available.

Take a look at 35 employee engagement activities that help you boost employee engagement in your organization.

How to effectively implement employee engagement?

Yes, employee engagement is crucial, and when employees are engaged, they are more likely to be productive, creative, and loyal to the organization, but you have to make sure that you do it right!

Here are seven effective ways to implement employee engagement in an organization:

• Clear communication: Companies should communicate their goals, mission and values to their employees in a clear and concise manner. This helps employees understand the company’s vision and aligns them towards the same goal.
• Recognition and rewards: Organizations should recognize and reward employees for their efforts, hard work and performance. This helps create a positive work environment and encourages employees to strive for better performance.
• Flexibility: Offering flexible working hours, remote working options, and other benefits that allow employees to manage their work and personal life. This helps create a positive work-life balance and enhances employee engagement.
• Employee development: Investing in employee development programs such as training, workshops, seminars, etc. This helps employees build new skills and stay updated with the latest trends and technologies.
• Collaborative environment: Creating an open and collaborative environment that encourages employees to share their ideas and opinions. This helps foster innovation and creativity and enhances employee engagement.
• Health and wellness programs: Companies should invest in health and wellness programs that promote physical and mental well-being of employees. This helps employees feel more energized and motivated to work.
• Workplace Culture: Building a positive workplace culture that values employees and their contribution. This helps employees feel a sense of belonging and encourages them to take accountable and stay connected to their work.

Employees are likely to remain with the company longer if the organization pays attention to their opinions and implements necessary changes accordingly. It is essential for companies to use effective employee feedback survey instruments to make sure that staff feels their contributions are valued and that their efforts have meaning.

To ensure this, CultureMonkey has developed a state-of-the-art employee engagement survey platform to help businesses launch anonymous feedback surveys with 70+ research-backed templates.

CultureMonkey enables businesses to collect and analyze employee sentiment in real time, listen to the feedback, and take action on it in order to facilitate personalized employee engagement.

Santhosh is a Jr. Product Marketer with 2+ years of experience. He loves to travel solo (though he doesn’t label them as vacations, they are) to explore, meet people, and learn new stories.

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What Is Employee Engagement and How Do You Improve It?

• Employee Engagement Definition
• Why Is Employee Engagement Important?
• Whose Job Is Employee Engagement?
• What Are the Drivers of Employee Engagement?
• Improving Employee Engagement Strategies
• Measuring Employee Engagement: Gallup's Questions
• The Employee Engagement Model
• Employee Engagement Examples: The 3 Types of Employees You Have
• How to Improve Employee Engagement: Team Engagement Ideas
• Improving Employee Engagement Begins Here

01 Employee Engagement Definition

Gallup defines employee engagement as the involvement and enthusiasm of employees in their work and workplace.

Employee engagement helps you measure and manage employees' perspectives on the crucial elements of your workplace culture.

You can find out if your employees are actively engaged with their work or simply putting in their time. You can discover if your team building activities and human resources practices influence positive business outcomes or if there's room to grow.

And with the right approach , you can learn how to improve your employees' connection to their work and your company.

02 Why Is Employee Engagement Important?

Employees make decisions and take actions every day that can affect your workforce and organization.

The way your company treats employees and how employees treat one another can positively affect their actions -- or can place your organization at risk.

Based on decades of employee engagement research , Gallup knows that engaged employees produce better business outcomes than other employees -- across industry, company size, and nationality, and in good economic times and bad.

But only 23% of employees worldwide and 33% in the U.S. fall in the "engaged" category.

So, what can companies do better to engage employees?

When companies use Gallup's Q 12® as a framework to improve employee engagement -- one that executives support as a primary management strategy -- they yield clear and better results.

Asking, "Why is employee engagement important?" is a vital question for leaders to consider. Because without employee engagement, there's no team engagement, making it more difficult to improve business outcomes.

When Gallup analyzed the differences in performance among business/work units, the benefits of employee engagement were clear. When comparing employee engagement levels, Gallup found that top- and bottom-quartile business units and teams had the following differences in business outcomes* :

*The above figures are median percent differences across companies in Gallup's database. High-turnover organizations are those with more than 40% annualized turnover. Low-turnover organizations are those with 40% or lower annualized turnover.

03 Whose Job Is Employee Engagement?

70% of the variance in team engagement is determined solely by the manager.

Employee engagement should be a manager's primary role responsibility.

Managers are in charge of ensuring that employees know what work needs to be done, supporting and advocating for them when necessary, and explaining how their work connects to organizational success.

To succeed in that responsibility, managers need to be equipped to have ongoing coaching conversations with employees .

Unfortunately, most managers don't know how to make frequent conversations meaningful, so their actions are more likely to be interpreted as micromanaging without providing the right tools and direction.

So, it's not enough for leaders to simply tell managers to own engagement and coach their teams.

Leaders must:

• redefine managers' roles and expectations
• provide the training tools, resources and development that managers need to coach and meet those expectations
• create evaluation practices that help managers accurately measure performance, hold employees accountable and coach to the future

04 What Are the Drivers of Employee Engagement?

One of the most common mistakes companies make is to approach engagement as a sporadic exercise in making their employees feel happy -- usually around the time when a survey is coming up.

It's true that we describe engaged employees as "enthusiastic." And employee engagement surveys play a big role in measuring staff engagement . But it's not that simple .

These are the key drivers of employee engagement:

development

a caring manager

ongoing conversations

a focus on strengths

Employees need more than a fleeting warm-fuzzy feeling and a good paycheck (even if it helps them respond positively on employee engagement survey questions) to invest in their work and achieve more for your company.

People want purpose and meaning from their work. They want to be known for what makes them unique. This is what drives employee engagement.

And they want relationships, particularly with a manager who can coach them to the next level. This is who drives employee engagement.

One of Gallup's biggest discoveries: the manager or team leader alone accounts for 70% of the variance in team engagement.

05 Improving Employee Engagement Strategies

Nearly 80% of employees worldwide are still not engaged or are actively disengaged at work, despite more effort from companies.

The greatest cause of a workplace engagement program's failure is this: Employee engagement is widely considered "an HR thing."

It is not owned by leaders, expected of managers nor understood by front-line employees .

The result is that some organizations believe they have exhausted "engagement" as a performance lever before they truly explore its full potential to change their business.

These leaders consistently experience low engagement, or they plateau and eventually decline -- despite repeated attempts to boost scores. Other times, they have high engagement numbers, but their business results tell a different story.

At a loss for explanations, leaders may blame the tool, the measurement, the philosophy or environmental factors that they believe make their problems unique.

But, the apparent failure of employee engagement efforts is likely because of how organizations implement workplace employee engagement programs . Some common mistakes:

Too complicated.

Leaders make engagement metrics far too complicated by focusing on predictors that are often outside managers' control and typically don't relate to meeting employees' core psychological needs at work.

Incorrect employee engagement metrics.

They use a low-bar "percent favorable" metric that inflates scores and creates blind spots, resulting in the appearance of high engagement without strong business outcomes.

Overuse of surveys.

They overuse pulse surveys to get immediate feedback and rarely take action on the results.

In contrast, leaders who have integrated engagement into their corporate strategy using the framework we outline in the next section on this page see significant gains year after year.

06 Measuring Employee Engagement: Gallup's Questions

Gallup has identified 12 elements of employee engagement that predict high team performance. These 12 elements make up our Q 12 survey.

Managers can take charge of engagement by asking and evaluating their employees' responses to these 12 employee engagement questions to create a structure for their interactions with employees -- casual conversations, meeting agendas, performance evaluations and team goal setting.

We've been measuring and reporting employee engagement trends for years and have used the 12 elements to determine how involved and enthusiastic employees are in their work and workplace.

The 12 Elements

Some of the 12 elements might seem simple. But Gallup's employee engagement research has found that only a small percentage of employees strongly agree their employer or manager delivers on them.

Here are three employee engagement ideas to help managers approach each element:

Q01. I know what is expected of me at work.

Helping employees understand what their organization, leaders and manager expect from them requires more than someone telling them what to do. The most effective managers define and discuss each employee's explicit and implicit expectations. They paint a picture of outstanding performance and help employees recognize how their work leads to the success of their coworkers, their business area and the entire organization.

Learn more about the Q 12 items.

Q02. I have the materials and equipment I need to do my work right.

"Materials and equipment" is not just a checklist of tools. It includes both tangible and intangible resources -- office supplies, software, knowledge sharing and permissions, to name a few -- that employees need to do their job. The most effective managers don't assume what their team needs. They ask for and listen to their employees' needs and advocate for them when necessary. They also find ways to make the most of their team's ingenuity and talents when they cannot fully fund requests.

Q03. At work, I have the opportunity to do what I do best every day.

When people get to do what they do best every day at work, the organizations they work for get a boost in employee attraction, engagement and retention. Successful managers get to know their employees as individuals and give them opportunities to apply the best of their natural selves -- their talents. They talk to each employee about their unique value and make adjustments to align work, when possible, with team members' talents. The best managers know where their employees excel and position them so that they are engaged and provide maximum value to the organization.

Increasing Employee Engagement Post-Survey

An engagement survey is only the first step to motivating employees. If you implement a survey with no follow-up, engagement will likely decrease.

To gain positive momentum and increase engagement , you must ask for feedback, do something about it and continually share results.

Using employee engagement software is a great place to start. Many engagement platforms offer helpful action items and advice for leaders and managers looking to increase team engagement. Using these resources can help build accountability.

Back to Top .

07 The Employee Engagement Model

There are four levels in the employee engagement model.

This four-level hierarchy is based on four types of employees' performance development needs:

Meeting the needs in the three foundational levels creates an environment of trust and support that enables managers and employees to get the most out of the top level -- personal growth.

These levels provide a road map for managers to motivate and develop their team members and improve the team members' performance , with each one building on the previous.

The levels do not represent phases. Managers do not "finish" the first level and then move on to the second level. They must ensure that employees know what is expected of them and have the right materials and equipment to do their work while meeting needs on the second, third and fourth levels.

With their team members, managers should identify needs and obstacles on an ongoing basis and ideally take action before challenges inhibit their employees' performance.

Interested in using our Q 12 survey? Learn more about our employee engagement platform, Gallup Access, here.

08 Employee Engagement Examples: The 3 Types of Employees You Have

The 3 Personas of Engagement

Engaged employees are highly involved in and enthusiastic about their work and workplace. They are psychological "owners," drive high performance and innovation, and move the organization forward.

Example: An employee who logs in for a few hours longer to get a project over the finish line or who spends more time on the phone with a client who needs help -- because they're committed to their organization's "client first" values. They build up their coworkers and have strong relationships within the organization.

Not Engaged

Not engaged employees are psychologically unattached to their work and company. Because their engagement needs are not being fully met, they're putting time -- but not energy or passion -- into their work.

Example: An employee who completes their work but is fueled by duty rather than passion or personal interest. This employee may prefer to fly under the radar and might back down from more intense or high-profile work.

Actively Disengaged

Actively disengaged employees aren't just unhappy at work -- they are resentful that their needs aren't being met and are acting out their unhappiness. Every day, these workers potentially undermine what their engaged coworkers accomplish.

Example: This employee spends their time talking negatively about coworkers, current projects, leaders, etc. They may be searching for other employment opportunities in their spare time and do not plan to stay at their current job much longer.

09 How to Improve Employee Engagement: Team Engagement Ideas

There are no quick fixes when it comes to human relationships. Simple employee engagement activities won't transform your culture.

But since the value of the Q 12 items is in helping managers and teams start conversations and approach workforce engagement issues authentically and meaningfully, there are lots of ideas in the framework to help you build your team up.

For example:

Addressing Diversity and Inclusion

A new manager has inherited a low-performing team with diverse ages , genders, cultures and personalities. After a few months of private conversations and tense team meetings, she can tell that a lack of cooperation and disunity are at the heart of the team's lack of collaboration and low performance outcomes.

Addressing Hybrid Work

For hybrid work to be effective long term, we must consider the real benefits and risks . Push yourself to look beyond management practices that worked when people were mostly on-site or are simply more comfortable because they're familiar. Instead, assess how you can modify those practices to align with your commitment to hybrid and remote workers.

Engagement areas for manager action:

Q04 Receiving frequent recognition:

Make recognition a regular agenda item to demonstrate appreciation for individuals' different contributions to the team and organization. Metrics and methods of tracking excellence should transcend location. If teams are working flexibly, managers have to understand performance management and culture in a flexible way.

Q05 Someone cares about me:

Ask employees: What would make you feel like a valued team member? Individualize the approach to leading team members based on how they say they want to be treated.

Q07 My opinions count:

Become an advocate for employees' ideas. Solicit them during meetings and take action on them.

10 Improving Employee Engagement Begins Here

Partner with Gallup to bring the best out of your employees.

For Departments and Organizations Learn about our employee engagement solutions and customized plans for organizations . Connect with a Gallup expert to talk through your employee engagement goals, access to our platform -- Gallup Access (home to the Q 12 survey) -- and discover how a partnership with us could look.

We recommend this option for departments in organizations with more than 100 employees.

For Smaller Teams and Organizations Purchase a one-time Q 12 survey . Get limited access to our platform for 12 months.

We recommend this option for teams and organizations with fewer than 100 employees.

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• November 2, 2023

Mastering Group Presentations: A Comprehensive Guide

• Public Speaking

I n certain academic and business situations, delivering a group presentation can be more valuable than a solo one. Not only does it help alleviate the pressure on individuals, but it also promotes collaboration and the production of cohesive work. However, preparing for a group presentation requires careful organization and understanding of the audience . In this comprehensive guide, we will explore the key steps to master group presentations, from preparation to delivery, and provide practical tips for success.

Preparing for the Group Presentation

Like any presentation, a group presentation requires significant preparation. The key to success lies in organizing the group effectively, considering multiple personalities and ensuring a cohesive final product.

Choosing a Presentation Moderator

To facilitate organization, the group should appoint a presentation moderator, essentially the “leader” of the group. The presentation moderator has the final say in decision-making and can allocate speakers for specific questions during the Q&A session.

Understanding the Audience

To make a presentation engaging, it is crucial to consider the audience and tailor the content to their needs. Assessing the audience’s prior knowledge and expectations of the topic helps determine the appropriate level of technicality and detail. For example, presenting the topic of bridge building to civil engineers allows for the use of technical language, while presenting to secondary school students requires simpler explanations.

Build Career Skills Online: Fast-track your career with award-winning public speaking classes and courses. Boost your presentation skills with executive coaching and business coaching

Defining the Presentation’s Purpose

Before diving into the content, the group must agree on the purpose of the presentation. Defining a clear message ensures that all subtopics contribute to the overall aim. For example, if the presentation aims to explore the effectiveness of different treatments for social anxiety, the group can build key points around this central theme.

Dividing the Presentation

A well-structured presentation should have a clear beginning, middle, and end. Divide the content into main sections, carefully considering the order of subtopics. The typical presentation structure includes:

• Introduction: The first minute of the presentation should capture the audience’s interest and provide an overview of the presentation’s structure. Clearly state the aims and objectives, such as exploring the effectiveness of different treatments for social anxiety.
• Middle Sections: These sections address the main points of the presentation, providing information that supports the overall aim. Depending on the topic, there can be one or more middle sections.
• Conclusion : Summarize the key points and present a clear conclusion that ties everything together. Assign this section to the best speaker who can effectively synthesize the information presented.

Establishing a time sequence and setting deadlines for each task within the presentation ensures smooth progress and timely completion.

Sharing Responsibility

Unequal participation within a group can lead to disharmony and reduced cohesion in the presentation. Avoid this by assigning each speaker a specific section to work on based on their interests and expertise. Clear expectations and time management guidelines should be communicated to all group members.

Building the Presentation Together

To ensure a cohesive and seamless presentation, it is crucial to build it together as a group. This collaborative approach offers several benefits:

Avoiding Duplication of Content

By working together, the group can avoid duplicating content and ensure that each speaker’s section seamlessly connects with the others. This prevents confusion and maintains a coherent flow throughout the presentation.

Creating Consistency in Slides

While each speaker can work on their own slides, one individual should be responsible for merging them to ensure consistency in design and formatting. Collaboration enables feedback and edits to be made collectively, resulting in a polished final product.

Receiving Feedback

Meeting up to build the presentation allows for valuable feedback on speeches before presenting to an audience. The group can collectively review and refine each speaker’s content, ensuring clarity and relevance.

Establishing a Unified Conclusion

Building the presentation together enables the group to agree on the concluding section. This ensures that all key points are summarized effectively and the presentation concludes with a strong and cohesive ending.

Maintaining Balanced Speaking Time

By working together, the group can ensure that each speaker talks for a similar amount of time and covers a similar amount of information. This balance enhances the overall flow of the presentation and keeps the audience engaged .

Crafting a Compelling Opening

To captivate the audience from the start, consider opening the presentation with a relevant and engaging story. For example, when discussing the benefits of pets on physical and psychological health, share a story or study about someone whose quality of life significantly improved after getting a pet. Incorporating stories into presentations helps make them more memorable and relatable.

Knowing Each Speaker’s Content

To avoid repetition and promote seamless transitions, each speaker should be aware of what the other group members will say. This knowledge allows for cross-referencing between sections, enhancing the coherence and flow of the presentation. Additionally, if a team member is unable to attend, it becomes easier to find a replacement within the group.

Writing and Practicing Transitions

Smooth transitions between speakers contribute to a well-structured and engaging presentation. When transitioning, briefly recap the previous section, introduce the next speaker and their topic, and gesture towards them to signal the handover. Practice these transitions to ensure a seamless flow and keep the audience engaged throughout the presentation.

Rehearsing the Presentation

Rehearsing the presentation multiple times as a group is essential for success. This practice allows the group to evaluate the structure, timing, and content of the presentation. It also increases familiarity with the material, boosting confidence and improving responses to questions. Regular rehearsal sessions help the group identify any necessary edits and ensure a polished delivery.

Handling Nerves Before the Presentation

Nervousness before a presentation is natural, regardless of the audience size. Here are some tips to manage pre-presentation nerves:

Remind Yourself of the Audience’s Expectations

Remember that the audience is there to listen and wants you to succeed. They are likely to empathize with your nerves, as they may also have their own presentations to deliver. Recognizing this shared experience can help alleviate anxiety.

Practice and Familiarize Yourself with the Material

Practicing with your group and rehearsing your section at home builds familiarity and confidence. It allows you to become comfortable with the content and delivery, reducing anxiety.

Focus on Controlled Breathing

Nervousness can lead to rapid breathing, increasing anxiety levels. Practicing controlled breathing techniques can help regulate your breathing and reduce anxiety. Before the presentation, sit upright and take deep breaths in through your nose, filling your abdomen. Hold the breath for a few seconds, then exhale through your nose for a longer duration. Repeat this cycle to calm your nerves .

Avoid Filler Words

When nervous, people tend to use filler words like “um” and “uh” to fill gaps in their speech. Practice pausing instead of using filler words. Embrace the silence and speak deliberately, allowing your words to convey your message effectively.

During the Group Presentation

Once the presentation begins, there are several key considerations to ensure a confident and engaging delivery.

Introduce the Team

The presentation should start with the presentation moderator introducing the team, rather than each individual introducing themselves. This approach creates a smoother transition into the content and enhances the overall cohesion of the presentation.

Pay Attention to the Presentation

While waiting for your turn to speak, actively listen to your colleagues’ presentations. Display interest and engagement in their content, even if you have heard it before. This non-verbal support contributes to a positive group dynamic and keeps the audience engaged.

Utilize Body Language and Eye Contact

Body language is a powerful tool for engaging the audience. When it’s your turn to speak, stand slightly in the foreground of the group, smile at the audience, and make eye contact. Keep your arms uncrossed and avoid looking down at your notes or slides. Instead, face the audience and maintain eye contact as you speak.

Vocal Variety

How you deliver your speech is just as important as the content itself. Adapt your voice to emphasize important points, raise or lower your voice for intensity, and avoid speaking in a monotone manner. Sound enthusiastic and confident, as your tone can significantly impact audience engagement. Speak loudly and clearly, ensuring that everyone can hear you. If you notice yourself speaking too quickly, pause and slow down to maintain clarity.

Warm Up Your Voice

Before starting the presentation, warm up your voice by taking short pauses and breathing deeply. This exercise helps you achieve vocal variety and ensures that your voice remains clear and strong throughout the presentation.

Managing Nervous Behaviors

It’s natural to feel nervous during a presentation, but it’s important to manage nervous behaviors. Avoid shifting your weight or fidgeting, as these actions can distract the audience. Remember that the audience is unlikely to perceive your anxiety as strongly as you feel it.

Delivering a Strong Conclusion

The conclusion is a critical part of the presentation, as it is the last section the audience will remember. Summarize the key points and lead into a clear concluding statement that reinforces the main message. For example, when discussing the impact of social media on self-esteem, list the main points covered and conclude with a definitive statement based on the evidence presented.

Handling Questions and Answer Sessions

The Q&A session after the main presentation can be challenging, as the questions asked may be unpredictable. However, working as a group allows for a distributed knowledge base and ensures that each question is addressed by the most knowledgeable speaker. When answering questions:

• Pause before responding to gather your thoughts.
• Focus on directly answering the question without providing unnecessary information.
• If you don’t understand a question, ask for clarification to avoid providing irrelevant answers.
• It’s okay not to have all the answers. If you’re unsure, acknowledge it and offer to follow up with additional research.

Ending the Presentation

A strong ending is crucial to leave a lasting impression. The presentation moderator should thank the audience and, if applicable, smoothly transition to the next group or topic. This final gesture provides closure and ensures a professional conclusion to the presentation.

Mastering group presentations requires effective organization, collaboration, and preparation. By following the steps outlined in this comprehensive guide, you can confidently navigate the process from start to finish. Remember to choose a presentation moderator, understand your audience , divide the presentation into sections, share responsibilities, build the presentation together, utilize stories to engage the audience , practice transitions, manage nerves, and deliver a strong conclusion. With practice and a collaborative mindset, you can excel in group presentations and effectively communicate your message to diverse audiences . So, embrace the opportunity to work as a team, learn from one another, and grow your public speaking skills through group presentations .

Build Career Skills Online: Fast-track your career with award-winning public speaking classes and courses. Boost your presentation skills with executive coaching and business coaching. Contact us today .

Key Takeaways

I. Introduction A. Importance of group presentations in academic and business contexts B. Benefits of group presentations, including pressure alleviation, collaboration, and cohesive work C. Overview of the comprehensive guide

II. Preparing for the Group Presentation A. Choosing a Presentation Moderator B. Understanding the Audience C. Defining the Presentation’s Purpose D. Dividing the Presentation E. Sharing Responsibility F. Building the Presentation Together G. Crafting a Compelling Opening H. Knowing Each Speaker’s Content I. Writing and Practicing Transitions J. Rehearsing the Presentation K. Handling Nerves Before the Presentation

III. During the Group Presentation A. Introduce the Team B. Pay Attention to the Presentation C. Utilize Body Language and Eye Contact D. Vocal Variety and Warm-Up Exercises E. Managing Nervous Behaviors F. Delivering a Strong Conclusion G. Handling Questions and Answer Sessions H. Ending the Presentation

IV. Conclusion A. Recap of key points in mastering group presentations B. Encouragement to embrace teamwork and collaborative learning C. Call to action: Build career skills online with public speaking classes and executive coaching

V. Call to Action A. Invitation to start a free trial for online public speaking classes and courses B. Information on how to access executive coaching and business coaching services

This comprehensive guide provides a step-by-step approach to mastering group presentations, emphasizing the importance of organization, collaboration, and preparation. By following the outlined strategies, individuals can confidently deliver engaging and impactful presentations, enhancing their public speaking skills and professional development.

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Blog Marketing 15 Interactive Presentation Ideas to Elevate Engagement

15 Interactive Presentation Ideas to Elevate Engagement

Written by: Krystle Wong Aug 04, 2023

As attention spans continue to shrink, the challenge of engaging audiences in a short timeframe has never been more significant. Let’s face it — grabbing and keeping your audience’s attention can be quite the challenge, especially when time is ticking away. But fear not, I’ve got the perfect solution: interactive presentations!

Believe it or not, creating an interactive presentation is easier than you might think. In this guide, I’ll show you how to effortlessly turn ordinary slides into captivating experiences with 15 interactive presentation ideas that will leave your audience begging for more. From quirky polls and fun games to storytelling adventures and multimedia magic, these ideas will take your presentation game to the next level.

Venngage is a game-changer when it comes to empowering interactive presentations. With just a few clicks, users can customize their favorite presentation templates , add multimedia content and create immersive experiences that leave a lasting impact. Whether you’re a seasoned presenter or a newcomer, get started with Venngage to elevate your presentation game to new heights of engagement and creativity.

Click to jump ahead:

What is an interactive presentation?

15 ways to make a presentation interactive, 7 best interactive presentation software, what are some common mistakes to avoid when creating interactive presentations, interactive presentation faqs, how to create an interactive presentation with venngage.

An interactive presentation is a dynamic and engaging communication format that involves active participation and collaboration between the presenter and the audience. Unlike traditional presentations where information is delivered in a one-way manner, interactive presentations invite the audience to interact, respond and contribute throughout the session.

Think of it as a two-way street where you and your audience have a friendly chat. It’s like playing a fun game where you ask questions, get live feedback and encourage people to share their thoughts. 

To make a good presentation , you can utilize various tools and techniques such as clickable buttons, polls, quizzes, discussions and multimedia elements to transform your slides into an interactive presentation. Whether you’re presenting in-person or giving a virtual presentation — when people are actively participating, they’re more likely to remember the stuff you’re talking about.

Interactive presentations leave a lasting impression on the audience. By encouraging active participation and feedback, interactive presentations facilitate better understanding and knowledge retention. Here are 15 innovative 5-minute interactive presentation ideas to captivate your audience from start to finish:

1. Ice-breaker questions

Start your presentation with intriguing and thought-provoking questions or a fun icebreaker game. These questions should be designed to pique the audience’s curiosity and encourage them to think about the topic you’ll be covering. By doing so, you create an immediate connection with your audience and set the stage for a more engaged and attentive audience.

For example, if you’re giving a business presentation about management and leadership training, you could ask audience questions such as “What’s the best business advice you’ve ever received, and how has it impacted your career?”

2. Live polling

Incorporate live polls during your presentation using audience response systems or polling apps. This allows you to collect real-time feedback, opinions and insights from active participants. Live polling encourages active participation and involvement, making your presentation feel like a collaborative and interactive experience.

3. Q&A sessions

Encourage the audience to ask questions throughout your presentation, especially for pitch deck presentations . Address these questions in real-time, which fosters a more interactive and dynamic atmosphere. This approach shows that you value the audience’s input and promotes a two-way communication flow.

4. Clickable buttons

Add clickable buttons to your slides, allowing the audience to navigate to specific sections or external resources at their own pace. For example, you could include links to your social media accounts or extra reading materials in your education presentation to give further information about the topic and get your students engaged.

By providing this autonomy, you empower the audience to explore areas of particular interest, creating a more personalized and engaging experience through your interactive slideshow.

5. Storytelling

Incorporate anecdotes or personal stories related to your topic. Storytelling is a powerful way to emotionally connect with your audience, making your presentation more relatable and memorable. A little storytelling along with a set of creative slides draws the audience in and keeps them engaged as they follow the narrative.

6. Interactive charts and graphs

Use interactive charts and graphs that respond to user input to make your presentation interactive. For instance, allow the audience to click on data points to view more detailed information or to change the displayed data series. Creating charts with interactive visuals help the audience interact with the data, fostering better understanding and engagement.

7. Animated infographics

Add animations to your infographics, making them visually dynamic and progressive. Animated infographics reveal information gradually, keeping the audience curious and attentive. This transforms complex data into an easily digestible and engaging format.

Venngage’s extensive library of infographic templates is a powerful tool to visualize data and elevate the interactivity of your presentations. Personalizing the visuals ensures a cohesive and professional look throughout your interactive presentation. The templates are highly customizable, allowing you to adjust colors, fonts, and styles to match your presentation’s theme and branding. 

8. Gamification

Introduce an interactive quiz, puzzles, or challenges related to your presentation content. Gamification adds an element of fun and competition, motivating the audience to participate actively and boosting their learning experience. Here are some gaming presentation templates you could use. 

9. Virtual reality (VR) or augmented reality (AR)

If applicable, leverage VR or AR technologies to provide immersive experiences. These interactive presentation tools transport the audience into a virtual or augmented environment, making your presentation more captivating and memorable.

10. Collaborative whiteboarding

Get your audience involved in your presentation by utilizing digital whiteboards or collaborative tools to brainstorm ideas collectively. This fosters teamwork and creativity, enabling the audience to actively contribute and feel a sense of involvement in the presentation.

11. Hyperlinked text

Keep the information in your slides minimal with a simple presentation and incorporate hyperlinks to direct viewers to relevant websites or blogs , resources, or additional information. This encourages self-exploration and gives the audience the opportunity to delve deeper into topics of interest.

12. Role-playing

Engage the audience in role-playing scenarios to explore different perspectives. Role-playing promotes active learning and helps the audience relate the content to real-life situations, enhancing their understanding and retention.

13. Embedded videos

Include video clips in your slides to provide visual explanations, demonstrations, or interviews. Videos add a dynamic element to your presentation, enriching the content and keeping the audience engaged.

14. Audience-generated content

Encourage the audience to contribute ideas, stories or examples related to your professional presentation . Audience-generated content fosters a sense of ownership and involvement, making the presentation more interactive and personalized.

15. Slide transitions

Use slide transitions to create smooth animations between slides. Well-planned transitions maintain the audience’s interest and keep the presentation slides flowing seamlessly.

Interactive elements aside, enhance your presentation with these guides on how to summarize information for a captivating presentation and how to make a persuasive presentation to captivate your audience. 

If you’re looking to create engaging and interactive presentation slides that captivate your audience, these presentation software options are sure to elevate your game:

Prezi is renowned for its dynamic and non-linear presentation style, enabling users to craft visually stunning and interactive presentations. With an array of templates and animation effects, Prezi enhances audience engagement, making your presentations more captivating and memorable.

2. Mentimeter

Mentimeter serves as an audience response system, empowering real-time interaction during presentations. Users can create interactive polls, quizzes, word clouds and more, allowing the audience to respond using their smartphones or other devices. This fosters active participation and provides valuable feedback instantly.

3. Google Slides

Google Slides is a free cloud-based presentation software that not only offers collaboration features but also enables real-time interactions. It includes add-ons and third-party integrations to further enhance interactivity, making it an excellent choice for collaborative and engaging presentations.

4. Microsoft PowerPoint

PowerPoint, a classic presentation software, has evolved to incorporate more interactive features like live captions, real-time collaboration and interactive elements such as quizzes and forms. With its familiar interface and versatile functionalities, PowerPoint remains a reliable choice for interactive presentations.

5. Prezentor

Prezentor caters to sales-oriented presentations focusing on interactive storytelling and data-driven content. It offers analytics to track audience engagement and behavior during presentations, allowing you to fine-tune your approach and keep your audience hooked.

6. Opinion Stage

Opinion Stage is a visual and interactive data collection tool designed to engage and excite audiences whether sitting in a lecture hall, participating in a live Zoom, or watching an on-demand webinar. The Opinion Stage tools are simple and intuitive, making it easy to create attention-grabbing quizzes, surveys, and polls in minutes. A great way to spice up any presentation, encourage audience participation, and collect authentic feedback.

7 . Venngage

Venngage stands out as a versatile design tool that facilitates the creation of interactive infographics, data visualizations and presentations with ease. Offering various interactive elements and animations, Venngage empowers you to craft visually appealing and engaging presentations effortlessly.

With these interactive presentation software options at your disposal, you can unleash your creativity and deliver presentations that leave a lasting impact on your audience. So, go ahead and make your presentations interactive, captivating and memorable!

For more presentation software options, check out this blog on the 12 best presentation software for 2023.

Creating interactive presentations can be a game-changer for engaging your audience and enhancing your presentation skills, but steering clear of common pitfalls is essential. Here are some key mistakes to avoid when crafting your interactive presentations:

1. Overloading with interactivity

While interactivity is fantastic, bombarding your audience with too many interactive elements can backfire. Strive for a balanced approach that enhances engagement without overwhelming your listeners.

2. Ignoring audience relevance

Failing to tailor interactive elements to your audience’s interests and preferences can lead to disconnection. Make sure your interactions resonate with your specific audience for a more meaningful experience.

3. Not testing interactive elements

Skipping thorough testing of interactive features before showtime can spell disaster. Avoid technical glitches by diligently testing all interactive components in advance.

4. Poor timing and pace

Timing is everything, especially with interactive activities. Ensure seamless integration by planning your key points and the timing of your interactive elements carefully.

5. Lack of clear purpose

Every interactive element should serve a purpose and contribute to your presentation’s objectives. Don’t add interactions just for the sake of it — ensure they add value and align with your message.

6. Failing to engage beyond interactivity

While interactive elements are powerful tools, remember that content is king. Combine your interactive features with compelling storytelling and valuable insights to create an immersive and impactful presentation.

Incorporating animated slides into your interactive presentations enhances the overall appeal and interaction, turning an ordinary presentation into an engaging experience. Try it out with one of our animated presentation templates to get started. 

How do you start an interactive presentation?

Begin by grabbing the audience’s attention with an intriguing question or a surprising fact, setting the tone for a dynamic and engaging session.

Which type of presentation is the most interactive?

Workshops and seminars are often the most interactive types of presentations as they encourage active participation, discussions and hands-on activities.

How can interactive presentations enhance audience engagement?

Interactive presentations foster a two-way communication flow, involving the audience through polls, quizzes, discussions and multimedia elements, leading to increased interest, attentiveness and better retention of information.

What are some common interactive elements to include in a presentation?

Common interactive elements include clickable buttons, hyperlinked text, polls, quizzes, interactive charts, multimedia content and audience participation activities.

Can interactive presentations be used for educational purposes?

Absolutely! Interactive presentations are highly effective for educational purposes as they promote active learning, encourage critical thinking, and provide real-time feedback and knowledge exchange opportunities.

Need inspiration on how to give an engaging presentation ? Here are 120+ presentation ideas you could use. 

Venngage makes it easy for anyone to infuse interactivity into their presentations. From clickable buttons and hyperlinked text to interactive infographics and dynamic charts, Venngage offers a diverse range of interactive elements to captivate and engage the audience. Here’s how you can make your presentation more fun and interesting with Venngage:

• Sign up or log in to Venngage to access the platform.
• Choose a presentation template or start with a blank canvas to begin designing your interactive presentation.
• Add and edit slides in the Venngage editor to structure your presentation content effectively.
• Customize the design by selecting themes, fonts, colors and backgrounds to match your style and branding.
• Use interactive elements like buttons, links, pop-ups and hover effects to engage the audience during the presentation.
• Enhance engagement by incorporating interactive media such as videos and audio clips.
• Preview and test your entire presentation to ensure everything works smoothly before presenting it to your audience.
• Save your interactive presentation on Venngage and share it online or download it in various formats for presenting purposes.

Well, I hope these 15 5-minute interactive presentation examples can help unlock a new level of audience engagement for your next presentation. From fun quizzes and interactive storytelling to multimedia magic and gamified challenges, the possibilities are endless. So, don’t be afraid to experiment, tailor the ideas to suit your audience members and let your creativity shine.  

That said, remember to strike a balance and keep the interactivity purposeful and relevant. Some common mistakes to avoid when creating interactive slides include overloading the presentation with too many interactive elements and failing to align the interactive elements with the overall presentation goals and content. 

Got it? Great. Now let’s turn that boring presentation around!

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Employee Relations & Engagement Specialist

🔍 georgia - fulton - atlanta.

Salary:   $47,982.94 - $63,351.55 Salary is commensurate with education & experience                            

Pay Grade :   L

Location: 2 Martin Luther King, Jr. Drive, Atlanta, GA (Twin Towers) (Headquarters based: A minimum of 2 days per week in the office.   Additional days may be required on occasion).

Bright from the Start: Georgia Department of Early Care and Learning  is responsible for meeting the child care and early education needs of Georgia's children and their families.  It administers the nationally recognized Georgia's Pre-K Program, licenses child care centers and home-based child care, administers Georgia Childcare and Parent Services (CAPS) program, federal nutrition programs, and manages Quality Rated, Georgia's community powered child care rating system.

The agency also houses the Head Start State Collaboration Office, distributes federal funding to enhance the quality and availability of child care, and works collaboratively with Georgia child care resource and referral agencies and organizations throughout the state to enhance early care and education.

Job Summary:   Under general supervision, the Employee Relations and Engagement Specialist provides human resources support services to the Human Resources department within the Department of Early Care and Learning (DECAL).  This position reports to the Senior Human Resources Manager and is responsible for activities related to performance management, employee relations, training, and EAP process.  Assists with projects as needed. 

Job Description/Responsibilities:

• Serves as the first point of contact on employee relation issues associated with the agency.
• Guides employee on ER matters, ensuring that management is included in the situation as necessary to resolve issues timely and appropriately.
• Partners with the hiring manager and leadership to resolve issues.  
• Consults with the line supervisor as needed, and works with supervisors on developing work plans to address performance needs.
• Follows-up with supervisors to ensure that progressive disciplinary steps are being addressed in a timely manner.
• Attends disciplinary meetings as the HR representative .
• Maintains the ER log of concerns related to full time and temporary staff, and submits to the Sr. Human Resources Manager for review.
• Manages the exit interview process by collecting exit interview surveys via Survey Monkey and identifying trends.
• Coordinates the performance management program, to include the timely completion of performance documents within 45 days of hire and on an annual basis.
• Conducts training to staff members on designated topics, to include topics on employee relations, performance management with the purpose of enhancing performance effectiveness.
• Oversees the Employee Assistance Program (EAP) administered by Acentra Health.
• Works with the Sr HR Manager to   deliver programs that will enhance the skills, educate, and expand the talents and competencies of the DECAL workforce
• Ensures that the state-wide mandated training on Sexual Harassment Prevention training are delivered in a timely manner.
• Enhances the existing library of training videos and books with locally produced webinars of soft-skill training programs that can be accessed on-line by our DECAL employees.
• Works with the Sr. HR Manager to develop, support and maintain employee engagement program initiatives that reinforces the company’s goals and culture
• Assists with Special Projects as needed.

Minimum Qualifications:

Master's degree in a related area from an accredited college or university AND One year of related professional human resources experience in one or more of the areas of assignment OR Bachelor's degree from an accredited college or university AND Three years of related professional human resources experience in one or more of the areas of assignment OR One year of experience required at the lower level HR Spec 2 (HRP021) or position equivalent. Note: An equivalent combination of education and job specific experience that provided the knowledge, experience and competencies required to successfully perform the job at the level listed may be substituted on a year-over-year basis.

Agency Preferred Qualifications:

• Two years of experience handling Employee Relations tasks. 
• Experience working as an HR Specialist or Generalist within a State of Georgia agency/department. 
• Working knowledge of Federal and State Laws, and State Personnel Board Rules. 
• PeopleSoft experience is highly desired. 
• Proficiency in the use of MS Office applications (Word, Excel, PowerPoint, Outlook). 
• Ability to analyze data and create reports from the data

Technical Competencies:

• Excellent communication skills, both oral and written
• Ability to work and effectively communicate with all levels of the organization
• Excellent time management and organization skills, with the ability to set priorities
• Ability to effectively work simultaneously on multiple projects
• Ability to work independently with limited direction
• Demonstrated ability in creating and delivering presentations

Physical Requirements:

• Work is typically performed in an office environment and requires the ability to occasionally move about the office to access filing cabinets, office machinery, etc.
• Must be able to remain in a stationary position up to two thirds of the time
• Ability to communicate clearly with the purpose of exchanging information and clearly expressing oneself is required.
• Will be required to occasionally use abdominal and lower back muscles with the purpose of moving objects
• Required to perform activities such as preparing and analyzing data and documents to ensure accuracy.
• Position requires the ability to perform data entry functions, and operate office equipment such as a laptop, phone, calculator, copier, and a printer.

Bright from the Start:   Georgia Department of Early Care and Learning is a family-friendly employer, offering flexible work schedules (at supervisory discretion) and a comprehensive compensation package, to include healthcare, retirement, 401-k match, and elective options for dental, vision, AD&D, short and long-term disability, and life insurance.   Bright from the Start: Georgia Department of Early Care and Learning is an equal opportunity employer and drug-free workplace.   A background check will be completed upon hire, which may consist of any or all of the following: criminal and employment histories, credit history (as applicable to the position), education credentials, and motor vehicle driving records.

If you are an individual with a disability who may require assistance or other reasonable accommodation in order to participate in the selection process for this position, you may contact our HR department at 404-656-3922. Due to the volume of submissions received by this office, information concerning application or interview status cannot be provided in writing, over the phone, or in person. All applicants who submit a complete application package will be considered but may not necessarily receive notification or an interview.   The job posting may be subject to being closed at any time without notice.   Only those qualified candidates who are selected for an interview shall receive notification upon the filling of this vacancy.

Bright from the Start: Georgia Department of Early Care and Learning is an equal opportunity employer. 

• Requisition ID: HUM01W4
• Number of Openings: 1
• Shift: Day Job
• Posting End Date: May 11, 2024

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Ohio SNAP-Ed Stakeholder Engagement Project to Promote Healthy Food Access (OSSEP)

The Ohio SNAP-Ed Stakeholder Engagement Project to Promote Healthy Food Access (OSSEP) is a partnership between the Mary Ann Swetland Center at Case Western Reserve University and  The Ohio State University SNAP-Ed Program .

The purpose of the OSSEP project is to develop tools for engaging diverse stakeholders, including SNAP-Ed practitioners and SNAP and other low-income consumers, in Policy, Systems, and Environmental (PSE) change efforts aimed at promoting healthy food access. The project has the broader goal of influencing healthy food purchasing and consumption among individuals and families receiving federal food assistance program benefits, such as SNAP.

The project currently supports the development, implementation, dissemination, and evaluation of two tools:

The PSE Readiness Assessment and Decision Instrument (PSE READI)

The PSE READI ( www.PSEREADI.org ) is a web-based tool designed to help SNAP-Ed and public health health practitioners assess community readiness and capacity to implement and sustain nutrition-related policy, system, and environmental (PSE) interventions designed to make healthy food choices accessible within community settings such as schools, childcare centers, grocery stores and convenience stores, farmers markets, and more in diverse communities.

Currently, the PSE READI offers and extensive library of worksheets, toolkits, and general resources plus online assessments and tailored recommendations for action planning related to six targeted intervention areas: Farmers Markets, Healthy Food Retail, Farm to School, Healthy Eating in Child Care, Food Pantries, and K-12 Schools.

The PSE READI is part of the USDA’s national  SNAP-Ed Toolkit , a one-stop shop for organizations seeking programs to improving nutritional health in their communities. Learn more about the history of this project (formerly named Building Capacity for Obesity Prevention - BCOP) and the development of the tool  here . Learn even more about this tool on our PSE READI page .

Ongoing PSE READI project activities include:

• Technological maintenance of the PSE READI website in partnership with Keystone IT to ensure end-user satisfaction.
• Engagement of stakeholders across Ohio to take PSE READI assessments.
• Ongoing maintenance to ensure recommendations generated from the PSE READI reflect the latest evidence to support implementation of the six PSE areas featured on the website.
• Updating the online resource library to ensure all recommendations and web-based resources are functional and up-to-date within all six PSE areas featured on the website.
• Virtual trainings for Ohio SNAP-Ed staff showcasing best practices and instruction on planning PSE interventions and using the PSE READI tool.
• A quality improvement project engaging SNAP-Ed staff focused on analyzing and interpreting data collected from Ohio statewide PSE READI assessments about factors influencing readiness and capacity for implementation to identify areas to prioritize support for PSE READI users.

Produce Path (formerly FM Engage)

Produce Path is a software that is available as both a mobile and web application that seeks to promote two-way information exchange between farmers markets and low-income consumers to increase integration of farmers markets and related nutrition incentive programming into food shopping routines. The broader goal of this software application is to increase fruit and vegetable purchasing and consumption among people receiving federal food assistance program benefits (i.e., SNAP, WIC).

Learn more about the Produce Path software and its development on our Produce Path page .

Ongoing evaluation OSSEP project activities include:

• An implementation evaluation project to examine the impact of the Produce Path app and community champions* on SNAP and nutrition incentive (i.e., Produce Perks, etc.) use at six farmers markets in diverse settings in Ohio compared to six markets sites not using the app. *Community champions are individuals residing near the farmers markets implementing the Produce Path app who are recruited and trained to promote the use of the app locally among SNAP consumers.

Associated Research

Lee, E., Dalton, J., Ngendahima, D., Bebo, P., Davis, A., Remley, D., Smathers, C., & Freedman, D. A. (2017) Consensus-based assessment tool of readiness and capacity for implementing community-based nutrition interventions: A case study using farmers markets.  Translational Behavioral Medicine , 7(3); 506-516.

Parsons, A. A., Monteban, M., Lee, E., Bebo, P., Zubieta, A. C., Ginnetti, S., Hewitt, J., & Freedman, D. (2019). Indicators of Readiness and Capacity for Implementation of Health Eating Strategies in Child Care Settings Serving Low-Income Children.  Journal of nutrition education and behavior , 51(4), 465-477.

Cascio, M. A., Lee, E., Vaudrin, N., & Freedman, D. A. (2019). A team-based Approach to Open Coding: Considerations for Creating Intercoder Consensus.  Field Methods , 31(2), 116-130.

Lee, E., Smathers, C., Zubieta, A. C., Ginnetti, S., Shah, A., & Freedman, D. A. (2019). Identifying Indicators of Readiness and Capacity for Implementing Farm-to-School Interventions.  The Journal of school health , 89(5), 373-381.

Sanchez-Flack, J., Joshi, K., Lee, E. E., & Freedman, D. A. (2021). Indicators of readiness and capacity for implementation of health food retail interventions. Journal of Agriculture, Food Systems, and Community Development , 10(3), 1-17.

Yamoah, O., Schulte, J., Osborn, L., Ogland-Hand, C., Zubieta, A. C., & Freedman, D. A. (2023). Pantry clients and Supplemental Nutrition Assistance Program-Education practitioners' perspectives on factors influencing health eating policy, systems and environmental interventions in food pantries.  Journal of Nutritional Science , 12, e81.

Produce Path (Formerly FM Engage)

Coming soon.

OSSEP is supported by a grant from the U.S. Department of Agriculture (G-2425-17-0632). This website does not reflect the official views or policies of the U.S. Department of Agriculture.

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President Robert L. Manuel > Notes from Rob > 2023-24 > Engagement team meeting

Engagement team meeting

By Rob Manuel, Salma Ghanem, Sherri Sidler, Gene Zdziarski and Mark Laboe / May 1, 2024 / Twitter / Facebook

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• University Counseling and Psychological Service s: Students may call 773-325-2273, option 1 | Counselors are available 24 hours a day, seven days a week.
• ComPsych Employee Assistance Program : 1-800-621-4124 | Offered to DePaul employees, spouses, and dependents, ComPsych counseling experts can help you and your family manage through difficult life situations. To speak with a counselor or to schedule an appointment, call 800-621-4124.
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IGN x ID@Xbox Digital Showcase Returns April 29, 2024

• Brenda Saucedo, Communications Manager, Xbox

• The ID@Xbox Digital Showcase will premiere on April 29, 2024, at 10am PT / 1pm ET / 6pm BST.
• Get the latest updates on games like Vampire Survivors , Dungeons of Hinterberg , 33 Immortals , Lost Records Bloom & Rage , and more!
• If you miss out, IGN will have the ID@Xbox Digital Showcase archived on their channel after the show concludes.

Last year , you got a first-hand look at Karateka, Axiom Verge 2, Sea of Stars , and many other incredible games during the first IGN x ID@Xbox Digital Showcase . Today, we’re excited to announce that the show is returning on April 29, 2024 , with another batch of hotly anticipated indies for you to play across Xbox and PC.

On top of epic trailers, fresh gameplay, and new reveals, the show will feature new details on upcoming games like Dungeons of Hinterberg , 33 Immortals , Lost Records: Bloom & Rage , and many others.

The ID@Xbox Showcase will premiere on April 29, 2024, at 10am PT / 1pm ET / 6pm BST and you can tune in across all IGN Platforms.

• IGN’s Facebook Channel
• IGN’s Twitter
• IGN’s Twitch Channel
• IGN’s YouTube Channel
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• IGN’s Android App
• IGN’s Xbox One App
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• IGN 1 on Amazon Fire TV

We are also proud to share that the ID@Xbox Digital Showcase will also be available in American Sign Language (ASL): Stream the ID@Xbox Digital Showcase in ASL . We hope you’ll join us for lots of indie goodness, but if you cannot watch live, the showcase will be available on demand post-premiere on IGN’s channels, and of course, we’ll have a recap of everything showcased on Xbox Wire!

Stay tuned to Xbox Wire and IGN for more! 

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