These human motives don’t matter equally to each employee or team. Each of us has our own hierarchy of needs, a personal blend out of the 28 motives of must-haves, nice-to-haves, and don’t-care-about-it’s that impact our health and happiness.

Our innovative research led to our one-of-a-kind assessment to uncover the motives that matter most to each person, shifting from “one-size-fits-none” leadership to a human-centered approach.  It empowers people to meet motives for themselves, the people they work with, and those they lead.

When employees don’t feel their motives are met, they disengage. They’re not just thinking about leaving—they’re already halfway out the door. In fact, our research shows they’re twice as likely to leave. Think of it as your “stay interview” strategy—helping you address concerns before they become exit interviews.

“It was eye-opening to see what motivates and drives your employees and how that collectively looks for the entire team. Where we see connection or alignment and where we see diversity and difference. It was important to give us something to consider as we think about the way we operate as a team, ensuring that we create a space where people feel their motives can be met. Having the space to truly connect and discuss obstacles was so valuable.”

Teams love to see where they fall on the “motive map” and the diversity of needs among them. With our
assessment, you gain valuable insights into the unique needs and motivators of your team members.

*Pro Level Account