FAQ for Motivation

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.