Global

Motivation and engagement: What drives you and your team

A ready-made course you customise for your organisation, with a live session deck and two surveys. You only add the 10 details that are specific to your organisation.

See the live deckSee the full outline
Try the coursePreview the survey
Length
35 min
Lessons
6 lessons
Frequency
At manager onboarding
Last reviewed
21 Oct 2026
Grey areas: rewards, low energy and differences
What would you do?

A team lead, Sadia, introduces a weekly prize for the most tickets closed; some colleagues start closing easy tickets and leaving hard ones

Try it: this is one of 17 interactive activities in the course.

What's included

Three pieces that work together

Copy once, get everything. Learners prepare on their own, you answer questions live, and the surveys tell you what stuck.

Self-paced course

Short lessons with real workplace scenarios, not walls of text.

  • 6 lessons, about 35 minutes
  • Process, scenario, tabs, sorting activity and quizzes

Live session deck

An AhaSlides presentation to run after the course, in person or online.

  • 10 slides
  • Quiz, ranking, poll, scale slides
  • A closing slide for your contacts

Two surveys

Find out what landed, and whether people use it on the job.

  • Post-course feedback, about 2 minutes
  • 30-day check-in
  • Anonymous by default
  • Results feed your next refresher

Learning objectives

At the end of this course, learners can

Each objective and the lesson that covers it.

IDObjectiveSourceWhere it's covered
TO 174.0Achieve ≥ 80% on the final assessment-Whole course
SO 174.1Explain intrinsic and extrinsic motivation in plain words and give a workplace example of eachSelf-determination theory [unverified] (see verification list)Whole course
SO 174.2Describe autonomy, competence (mastery) and connection (relatedness) and match each to a workplace exampleSelf-determination theory [unverified]Whole course
SO 174.3Name your own top drivers at work and one thing you could ask for to support themBest practiceWhole course
SO 174.4Hold a short, curious conversation with a team member about what helps them do good work, without assuming the answerBest practiceWhole course
SO 174.5Give recognition and feedback that is specific and timely, and know where to find the organisation's recognition options + your infoBest practice; the organisation's recognition schemeWhole course

Your part: what a template can't do for you

  • Your workplace details: fill in the 10 highlighted fields so the course describes your own policies, contacts and locations.
  • Records: record completion in your own LMS or record system.

Course outline

6 lessons, about 35 minutes

Minutes per lesson are an estimate, shared out by page count.

ContentInteractiveVideoYou customise
1

Same task, different energy

3 pages

7 min
Before you beginNoteList
Two colleagues, one rotaTextImage
What would you say?ChecklistKey factQuiz
2

What motivation is: intrinsic, extrinsic and three needs

3 pages

7 min
Two kindsTabs
Three needsAccordionNote
Match itSorting activityMatching quiz
3

Finding your drivers, and asking about someone else's

3 pages

7 min
Your own driversProcessChecklist
A short conversationProcessNote
CheckMulti-select quiz
4

Grey areas: rewards, low energy and differences

3 pages

6 min
When rewards backfireScenario
Low energy, or something more?ScenarioYour info
Everyone is differentSorting activityMatching quiz
5

Recognition and feedback that keep people going

2 pages

4 min
Recognition that landsTabsNote
PractiseScenarioQuiz
6

Final assessment and completion

2 pages

4 min
Your next stepsProcessNote
PracticeQuizKey factNoteButtonYour info

Live deck and surveys

10 slides to run live, two surveys to close the loop

Pink slides are interactive. Both surveys are anonymous; pink questions are written for this course.

ContentTitle, agenda, "this is not a personality test, and nobody is labelled
RankingRank what helps you do your best work" (Choosing how I work · Getting better at it · My team · Seeing the point · Pay and benefits)
ContentIntrinsic and extrinsic, and the three needs with the purpose question
QuizA colleague says "I want more say in how I work". Which need is that? Autonomy ✔ · Connection · Pay · Recognition
ContentA five-step short conversation about what helps
PollWhich recognition feels best to you?
QuizA weekly prize for most tickets closed leads to easy tickets. You… (Look at what it rewards and ask the team ✔ · Double the prize · Blame the team · Remove all recognition)
Content · customiseCustomise: our recognition scheme {{RECOGNITION_SCHEME_LINK}}, wellbeing support {{WELLBEING_SUPPORT_CONTACT}}
ScaleHow confident are you asking a colleague what helps them do good work?
Content · customiseClosing {{HELP_CONTACT}}, {{SURVEY_2_URL}}, {{COURSE_URL}}
Post-course feedback: 11 questions, about 2 min
  1. Overall rating 5 stars
  2. Relevant, realistic, right length, helpful activities agree/disagree grid
  3. What was most useful? multi-select
  4. Confidence before this course, and now 1-5 scale
  5. Which idea is still unclear? multiple choice
  6. I can name my top two drivers at work. 1-5 scale
  7. Which course should come next? ranking
  8. I feel able to tell my manager what helps me do good work. 1-5 scale
  9. One thing we should change or add open text
  10. Would you recommend this course? NPS
30-day check-in
  1. Have you used what you learned since the course? multiple choice
  2. How confident are you today? Compare with day 1 1-5 scale
  3. Do you know where to find the organisation's recognition options ({{RECOGNITION_SCHEME_LINK}})? yes / no / not sure
  4. A moment where the training helped, or where you weren't sure open text
  5. Which topics should the next refresher focus on? ranking

Results show whether people use the training on the job, not just whether they finished it.

Make it yours

10 fields to fill in, and you're ready

Everything else is done. These are the details only your organisation knows; each one is highlighted inside the course.

  • The motivation or engagement model the organisation uses, if any{{ENGAGEMENT_MODEL_NAME}}
  • The organisation's recognition or reward scheme{{RECOGNITION_SCHEME_LINK}}
  • Who or what offers wellbeing support{{WELLBEING_SUPPORT_CONTACT}}
  • Help contact{{HELP_CONTACT}}
  • Next course link{{NEXT_COURSE_LINK}}
  • LMS or record system{{LMS_OR_RECORD_SYSTEM}}
Show all 10 fields
  • Survey 1 URL{{SURVEY_1_URL}}
  • Survey 2 URL{{SURVEY_2_URL}}
  • Course URL{{COURSE_URL}}
  • Live session URL{{LIVE_SESSION_URL}}

FAQ

Common questions

Can I run motivation and engagement: What drives you and your team training online?

Yes. The course is self-paced and online, and the live deck lets you add a live session in the room or online.

How often is this training needed?

At manager onboarding, ahead of an engagement-survey cycle, and when a team's workload or structure changes.

Who needs this training?

Managers, team leads, HR and new starters; run by L&D with the employee engagement team.

What records should I keep?

Record completion in your own LMS or record system, so you can show who finished the course and when.

Can I edit the content?

Yes, everything. Change the wording, swap scenarios for ones from your workplace, add your logo, or remove parts that don't apply.

Related templates

Often taught together

All Self-awareness & effectiveness templates →
Global

Working styles and team personality maps (DISC, MBTI and strengths in a team)

Teams · Self-awareness & effectiveness

30 min
Global

Goal setting and personal effectiveness: SMART goals, time management and habits

All staff · Self-awareness & effectiveness

35 min
Global

Growth mindset, confidence and learning from setbacks

All staff · Self-awareness & effectiveness

35 min
Last reviewed: 21 October 2026Templates are a starting point, not legal advice.

Ready to run it?

Open the live deck to see how the session runs alongside the course and both surveys.

See the live deck