Many traditional assessments label you as a generic “personality type” for life, rather than on a continuum that can shift depending on the situation or context.

What’s more, many of these assessments use unreliable data to predict behavior and performance.

Your MAP results are a reflection of what motivates you TODAY. There are no right or wrong answers for what motivates you. In fact, there are over 479 Million different ways that you could stack rank all 12 motivators.

Your motivators will change as your life and career priorities change. And you can always retake the assessment whenever you decide to revisit your priorities.

We’re big believers and advocates for stay interviews. The challenge is: despite the positive intent, stay interviews rarely achieve their desired results.

When speaking with clients about their current stay interview process, two recurring pain points emerged:

It’s difficult to summarize the feedback: Since each Manager (or HR Partner) conducts individual meetings, it’s challenging to collect and summarize actionable insights and themes across the organization.

There’s inconsistent quality from one stay interview to the next: There are variables in the comfort level and capability to facilitate effective stay interviews. Without having this vulnerability and transparency from both sides, the meetings tend to be surface-level rather than productive.

By leveraging the Motivator Assessment Profile (MAP) for your stay interview framework, managers and employees receive the tools and templates to facilitate an engaging career conversation.

Managers also receive motivator-specific resources to personalize the meetings based on their employee’s top motivators.

At the functional or org level, you’ll receive aggregate insights on what motivates your employees, making it easier to consistently address stay interview themes across the team and organization.

When it comes to employee engagement surveys, our clients cite three recurring challenges:

It’s difficult to action engagement survey feedback: Despite the number of questions, it can be challenging to translate engagement survey themes into actionable insights and recommendations.

There’s a lack of predictive insights: Engagement surveys provide you with detailed feedback on what’s working and what isn’t, but they don’t tell you the degree to which specific factors influence decisions to stay with or leave the company.

The limitations of soliciting confidential feedback: Engagement surveys are confidential by design. This leads to challenges at both ends of the spectrum: On one side, despite reassurances of anonymity, employees can be hesitant to answer truthfully. On the other, employees often feel like the aggregate survey scores take precedence over their personal experiences.

Employee MAP results are designed to be shared and discussed with Managers. When employees answer honestly, they are rewarded with personalized results and insights to support the attainment of their top motivators.

At the organizational and functional levels, companies can filter insights at both the motivator and question levels, enabling them to invest in the people programs and services that truly matter to employees.

There are 66 motivator-specific questions, and the assessment takes about 10-15 minutes to complete.

Yes, the Motivator Assessment Profile (MAP) was developed and validated through a research process led by Industrial/Organizational (IO) psychology and behavioral science teams.

This process adhered to the style guides for psychometric assessment and evaluation set forth by the British Psychological Society (BPS) and the American Psychological Association (APA), ensuring that the assessment tool conforms to rigorous scientific standards and principles.

Learn more about the MAP assessment validation process

Yes, and we encourage companies to do so. A company that consolidates its functional or org-wide MAPs can more confidently invest in the programs and services that truly matter to employees.