Games for Office Engagement and Motivation – P2L Recommends

Games for Office Engagement and Motivation – P2L Recommends


P2L is one of the only businesses in the eLearning industry that combines games and modern teaching methodologies, and is actively developing gamification practices to work more enjoyable and engaging.

Numerous articles underline the importance of gamification theory. It is crucial to study and experience how such an everyday and enjoyable practice helps workers get engaged. It also contributes to building better leaders for the workplace of tomorrow.

Nonetheless, there are many cases where people have a general idea about the cruciality of the gamification eLearning process. And yet, they aren’t really aware of the specifics.

Therefore, P2L is here today to let you know some game theories and theme-based recommendations from our business, which will help you apply the same rules in your company and witness better results that you have ever seen. 

Wisdom Games

Please, pay close attention to this aspect of gamification theory.

Wisdom games aren’t about showcasing that some employers are more intelligent than others (because that’s not the point).

It’s more about showing people that they are constantly learning even through a fun gaming process on a Thursday or a Friday afternoon. They will always hear something new that they’ll have to keep in mind.

Examples of such games would be Checkers (we would advise the Chinese game), Heads-Up, Risk, etc.

Action Games

Let’s be honest at this particular point of the article. Your company’s people don’t want to feel like it’s another day at the office, especially when it’s time for the games to take place.

After being an intern and a worker myself for a long, long time, I’d suggest that the managers and the organizers would have to make the gamification day similar to a boarding night with some friends.

Long story short. Twister.

It might sound funny for people at an office to start stretching their legs and bringing their hands over another co-worker. At the same time, they have another person’s foot below their belly.

And yet, they will test natural endurance and their shape-making abilities. They will get a decisive break from the usual ‘9-to-5 in-front of a computer’ type of shift, and a lot of fun and laughs are guaranteed.

And yes, it’s groundbreaking; it’s innovative, it sounds crazy. But only the businesses that have this type of craziness are actually the ones that are different from the masses. 

Strategic Games 


The Healthline website states that “Skilled chess players learn to anticipate an opponent’s next moves. To predict what another person will do next, a player must develop the ability to adopt another person’s perspective and infer what action they are likely to take. Behavioral scientists call this ability to see from another viewpoint the “theory of mind.”

It’s an ability that is essential to exercising empathy and building healthy social relationships. A 2019 study found that chess develops this perspective-taking ability in children who practice the game.”

Don’t you want your workers to compete with each other, have fun and at the same time sharpen their mental capacities?

If not, that’s great. But if you are someone who likes seeing people learning and having fun simultaneously, chess is a perfect strategy. Making a league for the workers who would like to participate would also be beneficial for developing mentalities of putting effort even in such little things.


You can call me biased all you want. I really don’t care. The fact that I have been playing this game since I was 6 doesn’t change my opinion.

I would have the same point of view even if I started playing this game yesterday.

From a business perspective, this is the best game that has ever been created in the history of the world. Amen!

You are more than invited to disagree, but the reality is that there’s only one game that teaches you the actual reality of business. How to handle money, make important financial or social decisions, communicate and make deals with counterparts.

Does this remind you of something? Because for me, this is the perfect depiction of the business world, which is the world that everyone lives in today; regardless of whether you chose it, or not.

Concluding remarks

There are two types of people in the business world.

The first one is the guy that is hungry for more. More work done, more money, and more clients. This is the same manager who thinks that gamification theory is just a crock that is being sold in the virtual world by certain companies who are out to make some money. He will believe that gamification will hinder growth. If the employees aren’t working 168 hours a week, this is a significant loss.

The second one is the guy that is hungry, but is patient at the same time. He wants more. More work done, more money, and more clients, but in the meantime, he is fully aware of the factoring in productivity. This is a factor that is strongly connected to the well-being of the company. 

People want to work and have fun simultaneously, and squeezing a period for games in the schedule isn’t such a big deal. Still, it’s also crucial for increasing productivity in the overall business.

Microaggressions in the Workplace

Microaggressions in Your Workplace & How To Tackle Them

Microaggressions in Your Workplace: What Are They and How To Tackle Them With This Course

Although we see the shift towards more diverse workplaces, it is necessary to recognize that there is still room for growth when it comes to inclusivity and creating a safe environment. Microaggressions are a common and unfortunate occurrence in many professional spaces, where an individual’s biases towards members of marginalized groups transform into behaviors that communicate subtle yet negative attitudes towards that person. Employee interactions do not need to contain harsh language or offensive behavior to be considered a microaggression, rather it is the implicit actions that cause feelings of indignity amongst targeted individuals.

Even though these actions may seem small or insignificant, they can take a mental toll on those subject to it. It might lead to feelings of inadequacy and isolation, which can contribute to larger mental health struggles, such as depression. A lack of confidence and the motivation to succeed is a recipe to kill employee morale. They are unable to perform due to a lack of belief in their personal power, which can be attributed to their unsupportive workplace environment.

It is crucial for employees from stigmatized groups to feel heard, so they are assured their presence is absolutely needed for any competent workforce.

Often, these comments and behaviors are not intended to be acts of aggression. What may seem like an innocent remark to make to a colleague, could actually be an insensitive comment that reveals hidden prejudices about an unchangeable part of the other’s identity. It is the lack of awareness of our own inherent biases that can make us perpetrators of such behavior.


What does this mean for your company?

In today’s age, it is intolerable for corporations to neglect the current racial climate and continue to discriminate against minority groups. We have learned that the collaboration of different backgrounds is what creates the strongest and best solutions. A failure to address these issues can often result in massive financial losses for companies. In some extreme cases, boycotting from consumers might force a company to spend excess money on rebranding entirely in order to avoid further PR hiccups.

In terms of employee productivity, those who are subjected to microaggressions from others can experience ostracization and feel less inclined to participate in and support their company. They will also become less efficient as they struggle to keep themselves motivated in a space where they feel uncomfortable or unwanted. Any successful company understands the need to educate their employees on the differences that make us unique and human, and how these are to our collective advantage.


How can we overcome microaggressions?

Rather than staying silent when we notice someone making an inconsiderate comment, we should speak up and address why the statement is problematic. This should be done in a polite and informative manner, because the goal is to spread awareness and not cause defensive or reactive behaviors. The context of the situation should be reframed, so it is understood that the person making the remark is the one at fault, not the person being targeted. Those who are victims of microaggression and vocalize their feelings are often told to stop being sensitive and that it is simply a joke. However, it is not their duty to “toughen up”, but it is the duty of others to be more conscious of their prejudices and take action in unlearning them.

Facilitating group exchanges of ideas can also aid this problem, as individuals will have the opportunity to learn from one another and can see the positive impact that different perspectives bring.

P2L’s microaggressions course will explore more details regarding microaggressions in the workplace in an effort to inform employees on the dangers of allowing them to occur. It will also discuss different methods on how to address personal biases and steps that can be taken to unlearn them to build a more inclusive work environment.

The dates for this course are as follows:

March 11th, 2021: 9am to 12pm et

May 18th, 2021: 11am to 2pm et

August 26th, 2021: 9am to 12pm et

November 16th, 2021: 1pm to 4pm et

We look forward to your attendance!


What should you take away?

Everyone has implicit biases, even if they don’t align with our declared beliefs or values. It is a natural part of human thinking, but that doesn’t mean it can’t be unlearned. We create unconscious associations everyday without even meaning to, but it is every individual’s duty to at least acknowledge this. Being introspective and challenging the beliefs that dominate our personal narrative is critical to overcoming the prejudices that limit us. Embracing diversity is integral to building a bright and creative worldview.