Emply People Motivation is a tool that helps you understand what drives employee motivation. It is built around a motivation survey that explores four key drivers of motivation:
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Purpose
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Talents
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Needs
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Energy
Combined with individual motivation profiles and conversation guides, the tool gives managers and employees a shared language around motivation. This helps managers understand what motivates their employees, have better conversations and know what to do next.
Built on Motivation Factor’s methodology, developed since 2003, the tool combines neuroscience with established motivational theories and has been used by more than 35,000 individuals worldwide. Emply People Motivation helps strengthen performance, improve employee retention and support employee wellbeing.
Strengthen retention
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Challenge
Retention challenges are often caused by underlying motivational factors that are difficult to identify through traditional engagement surveys or performance discussions.
Managers may notice changes in motivation but struggle to understand what is driving them.
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Solution
Emply People Motivation helps managers identify what motivates employees and where frustration or lack of energy may be developing before it leads to disengagement or resignation.
Support new managers
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Challenge
Building trust and understanding takes time. Without meaningful conversations early on, managers often rely on assumptions about what motivates employees.
This makes it more difficult to provide the right support, build strong relationships and establish an effective team culture.
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Solution
Rather than spending months learning through trial and error, Emply People Motivation helps new managers quickly understand what drives each employee’s motivation through insights into purpose, talents, needs and energy.
Understand engagement
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Challenge
Engagement issues are not always caused by a lack of skills and effort. Employees may have the right competencies but lack purpose, feel their strengths are underutilized or experience low energy.
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Solution
Emply People Motivation helps managers understand whether motivation may be influencing engagement by identifying which motivational drivers are supporting – or limiting – the employee’s ability to perform.
This is an example of how you can introduce Emply People Motivation across your organization.
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Responsible: HR
Create alignment in your organization for the purpose,timeline and rollout before introducing Emply People Motivation in your organization.
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Responsible: HR
Help managers understand the value of Emply People Motivation by letting them experience the survey themselves before using it with their teams.
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Responsible: HR & managers
Communicate why you’re introducing Emply People Motivation, what employees can expect and how the results will be used.
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Responsible: Managers
Invite employees to complete the motivation survey and provide context before they receive the survey link.
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Responsible: Employees
Employees complete the motivation survey and receive their personal Motivation Profile. The survey results will be available in Emply People.
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Responsible: Managers
Managers review each employee's Motivation Profile and prepare for the follow-up conversation. Manager and employee sit together and go through motivational drivers and possible actions.
To see the experience from a manager and employee perspective, try the click-demos below.
Click your way through the task
Below you can click your way through the process and get instructions before you use the procedure in Emply People. Click in the top right corner to see the click-demo in full-screen. Hit esc to exit full screen.
Before introducing Emply People Motivation, make sure there is a shared understanding in your organization of why you’re introducing it and what success looks like. This phase is about planning your rollout and preparing the organization.
Recommended HR Activities
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Define the purpose of your rollout. For example, is your goal to strengthen leadership, improve engagement, support retention or prepare for organizational change?
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Align with senior leadership and explain why you’re introducing Emply People Motivation.
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Decide who will participate in the initial rollout (e.g. selected managers, one department or the entire organization).
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Review the communication materials and adapt them to reflect your organization’s tone and culture.
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Create a rollout timeline and decide who is responsible for each activity.
Available resources
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Explainer video: Danish version and English version.
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This HR implementation guide
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Introduction email to managers
Suggested timeline
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1-2 weeks before manager onboarding
Output
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Rollout purpose defined
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Timeline approved
Managers play a key role in creating value from Emply People Motivation. Before they use the survey with employees, HR should give managers the opportunity to experience the tool themselves, understand their own Motivation Profile and ask questions in a facilitated setting.
Recommended HR Activities
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Invite managers to an introduction session.
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Ask managers to complete their own motivation survey.
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Schedule a follow-up session with leadership teams to discuss their own Motivation Profiles, answer questions and build confidence before the employee rollout.
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Demonstrate how managers create and send a survey.
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Explain how managers receive Motivation Profiles and prepare for follow-up conversations.
Available resources
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Explainer video: Danish version and English version.
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Click demo
Suggested timeline
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1-2 week before employees receive the survey
Output
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Managers understand the methodology
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Managers completed their own motivation survey
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Managers feel confident introducing the survey
Create trust before employees receive the survey. Employees should understand why they’re participating, how the results will be used and what they can expect afterwards.
Recommended HR Activities
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Send the employee launch email.
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Publish the intranet article.
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Share the explainer video.
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Encourage managers to introduce the initiative during team meetings.
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Make the FAQ and Help Center available.
Available resources
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Explainer video: Danish version and English version.
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Employee email
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Intranet article
Suggested timeline
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1-2 week before employees receive their first survey
Output
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Employees know why they’re participating
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Employees understand how the results are used
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Employees know where to find more information
Managers invite their employees to complete the motivation survey and set the stage for meaningful follow-up conversations.
What managers do
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Create and send the motivation survey to their team.
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Explain why the survey is being conducted and how the insights will be used.
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Set expectations around confidentiality and the upcoming motivation conversation.
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Encourage employees to complete the survey within the agreed timeframe.
Available resources
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Explainer video: Danish version and English version.
Suggested timeline
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Launch week
Outcome
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All employees have received their survey invitation
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Employees understand the purpose of the survey
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Survey deadline has been communicated
Employees complete the motivation survey as part of a manager-led initiative and gain greater awareness of what drives their motivation.
What employees do
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Complete the motivation survey.
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Reflect on their Motivation Profile.
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Prepare for an open conversation with their manager.
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Reach out to their manager if they have questions.
Available resources
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Explainer video: Danish version and English version.
Suggested timeline
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Depends on the managers rollout approach
Outcome
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Employees have completed the survey
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Managers have received each employee’s Motivation Profile
Managers use the Motivation Profile to facilitate meaningful conversations and agree on relevant actions together with each employee.
What managers do
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Review each employee’s Motivation Profile before the conversation
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Schedule and prepare for one-to-one motivation conversations
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Explore motivational drivers, strengths and development opportunities together
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Agree on practical actions that support the employee’s motivation over time
Available resources
Suggested timeline
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Within two weeks after survey completion
Outcome
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Every employee has had a motivation conversation
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Managers and employees have agreed on relevant follow-up actions
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Motivation becomes part of ongoing leadership conversations