FAQ for Motivation

What is Motivation?

Motivation is a tool that helps HR, employees, and managers understand what influences employee motivation at work. It combines a motivation survey with a personal Motivation Profile that supports reflection and dialogue.

Is Motivation a personality test?

No. Motivation does not describe an employee's personality. It provides a snapshot of current motivation and insight into the factors that influence it.

Why do organizations use Motivation?

The tool provides insight into individual motivation and creates a stronger foundation for conversations about motivation. Organizations actively work with motivation to improve retention, productivity, and engagement. Employees and managers gain a shared language for understanding what supports motivation, what may challenge it, and what they can do moving forward. 

 Can employees get the wrong result or fail the motivation survey?

No. There are no right or wrong results, and employees cannot pass or fail the motivation survey.

How should employees complete the motivation survey?

Employees should answer honestly based on their current work situation.  

How long does the motivation survey take?

There are two types of motivation survey: the Profile Survey and the shorter Check-in Survey. We recommend that managers start with the Profile Survey, which provides an in-depth view of employee motivation. It contains 55 questions and takes approximately 5-7 minutes to complete. The Check-in Survey follows up on employee motivation with 14 questions and takes approximately 2 minutes.

How often should the motivation survey be repeated?

We recommend to run the motivation profile survey 1-2 per year with 1 or more check-ins. However, it can be run at any time when the manager sees that there is a need to understand individual or team motivation, e.g. employee role change or as part part of onboarding.

Can Motivation Profiles be compared?

Motivation Profiles should not be used to compare or rank employees. Each profile reflects the individual employee's motivation and must be understood in context. Follow-up surveys can help show how the same employee's motivation changes over time. 

What does the Motivation Profile show?

The Motivation Profile provides a detailed view of the employee’s motivation at the time the survey was completed. It includes:

Together, these elements provide insight into what supports and challenges the employee’s motivation and offer a solid starting point for a conversation between the employee and their manager. 

Is the result permanent?

No. The Motivation Profile is an insight into the employees' motivation as it is here and now. Changes to the employee's role, responsibilities, relationships, or other circumstances may therefore affect future results.

What does the overall motivation score mean?

The overall motivation score is calculated from the employee’s responses across the motivation survey and is presented on a scale from 1 to 100. It indicates the employee’s overall level of motivation at the time the survey was completed. The scores for Motivation Capability and Intrinsic Motivation provide further context and help explain what may be influencing the overall result.

Is a high score always "good" and a low score always "bad"?

The results should be understood in the context of the employee’s current work situation and used as a starting point for reflection and dialogue – not as an assessment of the employee. 

Why does the Motivation Profile show the highest- and lowest-scoring questions?

 These are the questions the employee agreed or disagreed with most strongly compared with their other responses. They highlight areas that may be particularly relevant to explore, as they can indicate what supports or challenges the employee’s motivation. "Lowest-scoring" does not necessarily mean the score is low. It only means the response was lower relative to the employee’s other answers.

What does Motivation Capability mean?

Energy and Needs together form what we call Motivation Capability. Motivation Capability covers the external factors that influence employee motivation. Something other people do, or fail to do. A low score indicates that your energy is being drained, and your needs are not being fulfilled in an optimal way at the moment. A high score means you are good at addressing – or working around – the factors that would otherwise drain your motivation.

What does Intrinsic Motivation mean?

Talents and Purpose together form what we call Intrinsic Motivation – the motivation that comes from within. When employees use what they are naturally good at, work often feels more engaging and energizing, which can strengthen motivation.

A high score typically indicates that the employee can use their talents, finds the work meaningful, and feels that they make a difference. A lower score may indicate that their talents are not being used, the work lacks meaning, or they feel disconnected from the team. It may also reflect a period of transition, such as moving into a new role where the employee is developing new skills and has fewer opportunities to rely on familiar talents.

What does an employee's Top 3 needs mean?

An employee’s Top 3 needs are the needs that matter most to their motivation at the time the survey is completed. Because these needs carry the greatest weight, they are likely to have the strongest positive impact when met and the strongest negative impact when challenged or unmet. They provide a useful focus for reflection and conversation, but are not a complete or permanent description of the employee’s needs.

What do an employee's Top 3 talents mean?

 An employee’s talents are natural ways of thinking or acting that tend to feel energizing and come relatively easily. When employees use their talents, work often feels more engaging and requires less energy. For example, an employee with a talent for analyzing complex information and creating clarity may gain energy from solving problems and structuring information. Sales-focused tasks may feel more demanding if they do not draw on the employee’s natural talents. Talents can also be overused, so it is important to consider when and how each talent is most helpful.

What is a Need Cloud?

A Need Cloud is a visual representation of the employee’s most important needs. The words show different ways the employee’s Top 3 needs may be expressed. Larger words represent the themes that are most prominent across these needs, while smaller words add further detail and nuance. This can make it easier to recognize what matters most to the employee’s motivation and well-being.

What is a Talent Cloud?

 The Talent Cloud translates the employee’s Top 3 Talents into recognizable behaviors and ways of working. The most prominent expressions appear in larger text, helping the employee quickly identify where their natural strengths are most likely to show up. The smaller words illustrate other ways these Talents may be used in everyday work.

How can employees use the word clouds?

The word clouds can support reflection. Employees can consider which words feel most familiar when they appear in their work, and which have the greatest impact on motivation. The word clouds can also provide a useful starting point for a conversation with the manager. During the conversation, the employee can explain why these words stand out, share examples of when important needs are met or Talents are used, and discuss what the employee and manager can do to create more of these conditions.

What should employees do with the results?

Employees can use the profile as a starting point for reflection and dialogue. They can consider what supports motivation, what challenges it, what they can influence themselves, and what may be helpful to discuss with their manager.

What should employees focus on in the profile?

Employees do not need to address everything at once. It can be helpful to choose one or two areas that spark curiosity, such as something that provides energy, something that challenges motivation, or a talent the employee would like to use more often.

What if an employee does not recognize themselves in the results?

 The profile is based on the employee's responses, but it is not an absolute truth. The employee can explore what feels surprising and consider whether the result may reflect the current situation. The results can also be discussed with the manager or another trusted person.

What does a low score mean for an employee?

A low score is not an assessment of the employee. It provides an opportunity to explore what may be behind the score and what could support motivation. Some factors can be changed, while others may be temporary or more difficult to influence.

Can the Motivation Profile be used in a performance review or development conversation?

The profile is not designed to assess performance. It can support a development conversation about motivation, well-being, and the employee's work situation, but it should remain separate from any assessment of results or performance.

What happens after the conversation?

The employee and manager can agree on relevant actions or follow-up. This could include small changes to everyday work, new ways to use the employee's talents, or a later check-in. Not every factor can be changed, but the conversation can build understanding and clarify what the employee and manager can each influence.

How should managers respond to low scores?

Managers should approach the results with curiosity and be solution oriented. They can ask open questions, listen to the employee's perspective, and explore the reasons behind the results together.  And work on solutions that boost employee motivation.

What should a manager do if an employee disagrees with the result of their motivation?

 Managers should approach the conversation with curiosity and respect for the employee's perspective. Explore which parts of the profile the employee does not relate to, and whether there are any insights they do recognize. Remember that the motivation profile is a starting point for dialogue, not an absolute truth. Managers should avoid making assumptions about an employee's needs, preferences, or capabilities based solely on their profile. The goal is not to agree on the results, but to gain a better understanding of what motivates the employee and explore how to support their motivation at work.

How can HR help managers understand and use the profiles?

HR should introduce managers to the methodology and give them the opportunity to complete the motivation survey themselves. Managers should also have access to guidance, training, and support from HR. A manager's main role is not to be an expert on the profile, but to stay curious, listen, and help the employee turn insight into relevant action. 

Can managers view employees' Motivation Profiles?

Yes. Managers can view employees' Motivation Profiles so they can prepare for a motivation conversation. Before sending a survey to an employee, the manager should clearly explain the purpose and process to the employee. 

Can HR view employees' results?

The manager who sent the survey can view the results of the participating employees. An HR user can also access the results if they have both an employee profile and the Administrator role, as this role have access to everything in Emply People. 

Can the results be used in recruitment, promotion, or termination decisions?

Motivation is designed to support reflection and dialogue about motivation. The profile should not be used to compare employees or as a basis for recruitment, promotion, or termination decisions.

What should the organization do if employees are unsure whether managers are adequately prepared to use Motivation Profiles? 

The organization should take employees’ concerns seriously and ensure that managers have the training and support they need to use Motivation Profiles. It is also important to clarify that the manager’s role is not to interpret the profile as an expert or draw conclusions on the employee’s behalf. 

The Motivation Profile is a starting point for dialogue. The manager’s primary role is therefore to be curious, ask open-ended questions, listen to the employee’s perspective, and explore together what the results may reveal about the employee’s motivation. 

How can managers use Motivation to understand motivation across their team?

Managers can view all their employees' Motivation Profiles in one overview, helping them identify similarities and differences in what motivates individual team members.

By exploring these patterns and by having a dialog with the employee, managers can gain a better understanding of the team's motivational needs and identify opportunities to strengthen motivation and collaboration.

The profiles should be used as a starting point for dialogue, and not as a definitive assessment of the team's overall motivation.

How can managers use Motivation Profiles to facilitate a team conversation?

Managers can use insights from individual Motivation Profiles to identify common motivational needs, strengths and potential challenges across the team.

These insights can provide a starting point for a team conversation or workshop, where employees explore what motivates them, what challenges their motivation and how they can better support one another.

The goal is to build mutual understanding and agree on one or two practical actions that can strengthen motivation and collaboration within the team.

How should managers handle confidentiality when discussing team motivation?

Managers should respect the confidentiality of individual Motivation Profiles. Although managers have access to their employees' profiles, individual results should not be shared with the team without the employee's consent.

Instead, managers can discuss common patterns and themes without identifying individual employees. They should be mindful that employees may still be identifiable in small teams or when discussing very specific needs or challenges.

Employees should always have the choice of whether and how much they want to share about their own motivation.

How can HR support managers in working with team motivation?

HR can guide managers on how to use Motivation Profiles as a starting point for dialogue and how to identify relevant patterns and differences across the team. 

HR can also help managers plan and facilitate team conversations or workshops, particularly when team members have different or potentially conflicting motivational needs. 

The aim is to equip managers to facilitate meaningful conversations that build a deeper understanding of what drives each employee’s motivation and how different needs and strengths interact within the team.  

What if employees have conflicting motivational needs?

Different motivational needs are natural within a team. What motivates one employee may not necessarily motivate another.

Managers should explore these differences with curiosity and encourage employees to understand each other's perspectives. The aim is not to find one solution that works for everyone, but to identify ways of working that accommodate different needs while supporting the team's shared goals.

Where needed, HR can help facilitate these conversations and support the manager in finding practical solutions.

Where is employee data stored, and how long is it retained?

Employee data is stored in the Emply People database alongside other data in the platform. If an employee profile is deleted, the response data, including scores, is retained for reporting purposes but can no longer be linked to or identified as belonging to the deleted employee.

Is employee data shared with Motivation Factor?

No. Employee data is stored in Emply People’s own database and is not shared with Motivation Factor or any other third party. 

Which datasets are used to measure motivation levels?

The averages shown in the Motivation Profile are based on a static global benchmark provided by Motivation Factor. According to Motivation Factor, average motivation scores show only limited variation across regions, which supports the use of one global baseline. The benchmark is not calculated from Emply People customer data.