Employee Motivating and Development – Training of Engagement Building


  • learning modern trends of engagement building
  • ability to evaluate different approaches to employee motivating depending on industry, value, culture, and purposes of an organization
  • acquiring a practical skill of creating employee engagement building strategy
  • defining main objectives vital for effective implementation of employee engagementbuilding strategy
  • understanding how to clearly communicate employee development strategy
  • training will be completed with a realization of a practical project in the field of engagement building




The course is designed for HR specialists, managers, and leaders who would like to have the influence on employee engagement building. Participants of the course will learn how to affect team effectiveness by using employee motivating and development strategy.





Certified trainer with a many years’ experience.


Strength of every team lies in its individualities but its spirit is always the aftermath of chief’s behaviour. There is no doubt that organizational culture originates in our heads. A great challenge of every manager is to constantly care for this spirit to grow. Motivating employees to increasing their effectiveness and development, building engagement in realization of common goals, endeavouring to fulfilling previously set visions

– the key to these values lies – on one hand – in manager approach, zeal, passion which they share with their employees – and on the other – in a range of tools which enable them to incorporate these values. If you would like to stimulate your team to act, discover its alacrity reserves, this course is for you.

1.   Introduction to motivation

◦  basic notions

◦  motivation as a function of leading people and self-management

◦  strategic approach to the problem – motivation as a process

◦  functioning models in organizations (models X, Y, Z)

◦  rewards or punishment? Positive and negative motivation

2.   Contemporary theories of motivation

◦  financial vs. non-financial needs of employees

◦  external and internal motivation among employees

◦  creating effective motivational systems

3.   Instruments of motivating employees (payable and non-payable)

◦  motivational system and individual approach to an employee – what motivates employees

◦  employee’s personality and motivators

◦  rules of financial stimulation and effective rewarding of employees

◦  development according to employee predispositions and targets of an organization

◦  organizational culture and employee motivating

◦  delegating, coaching, and mentoring as tools of employee motivating

4.   Motivating a team

◦  role of superior and her or his style of leading a group

◦  competition in a team as a motivational factor

◦  influence of atmosphere in a team on self-motivation (building engagement, cooperation, and loyalty in a group)

◦  motivational interpersonal communication in a team (constructive criticism, developmental and evaluative conversations with employees, providing positive feedback)

5.   How to build employee engagement – methods of increasing engagement at work

◦  what is engagement?

◦  studying the level of engagement of employees

◦  shaping the engagement of a team

◦  creating declarations of value system, defining goals and expectations

◦  rewarding and expressing recognition under building engagement

◦  communication focused on boosting engagement

◦  recruitment focused on engagement

6.   Role of a manager in success and engagement building

◦  preventing burnout and building employee engagement as elements of an everyday work of managers and leaders

◦  communicational skills useful in leading conversations with employees

7.   Strategy of building employee engagement (case study)

◦  tools and techniques necessary in elaborating strategy project

◦  creating action plan

◦  practical introduction to the process (implementation to the process)

◦  maintaining engagement



◦  Stimulation methods (brain storm, case study, snowball sampling, simulation games, debate, round table method, psychological games);

◦  Various working methods – in groups, in pairs, individual, in front of the class;

◦  Additional visual aids (films, presentations);

Learn more about methodology used by CI ProLearning.

Participants of the course receive

◦  analysis of training needs

◦  sample training (on customer’s request)

◦  an organized course and trainer’s assistance

◦  teaching materials

◦  catering during breaks (coffee, tea, biscuits)

◦  lunch (vegetarian or traditional meals –  smörgåsbord)

◦  certificate stating the completion of the course

◦  free email consultancies with the instructor up to two weeks after the end of the course

◦  post-course tests to assess participants’ knowledge after completing the course (on customer’s request)

Additional remarks

Eight participants are required for the course to start at a regular price provided in the price list.

There is a possibility of organizing external trainings or customized courses – Contact us for details!


8:45 – 9 a.m. – coffee

9 a.m. – beginning of the course

9 –10:30 a.m. – workshops

10:30 –11 a.m. – coffee break

11 a.m. – 12:30 p.m. – workshops

12:30 – 1:15 p.m. – lunch break

1:15 –2:45 p.m. – workshops

2:45 –3:15 p.m – coffee break

3:15 – 5 p.m. – workshops

5 p.m. – end of the course

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