Understand how every person on your team prefers to work
£25.00 + VAT
You know what you meant. Do you know what they heard?
Every person on your team has preferences, triggers, and tendencies that shape how they work. What motivates them. How they take feedback. What they need from you. Most of it stays invisible. This assessment makes it visible.
Unlock team insights
What motivates one person demotivates another. One team member wants detailed guidance, the next wants to be left alone.
Someone who thrives on public recognition, paired with someone who finds it excruciating. Someone who seemed fully engaged six months ago is now quietly looking elsewhere.
None of this shows up until it’s a problem. By then you’re managing the fallout rather than preventing it.
What this assessment tells you
Your team member answers 55 questions in twenty minutes. You get a detailed management report covering nine domains.
What drives them, how they prefer to be managed and how they handle feedback. You’ll also learn where their engagement is heading and what they need from you as their manager to do their best work.
The report includes specific recommendations, conversation starters, and early warning signals. An operating guide for each individual.
What it measures
Nine domains | Fifty-five questions | One comprehensive report per person.
01: Motivation architecture What actually drives this person. Recognition style, mastery versus variety, autonomy versus structure, social connection. Know what energises them and you know where to invest your attention.
02: Coachability and feedback orientation How they receive feedback and under what conditions they hear it best. From whom, in what format, about what. So you can deliver feedback in the way that actually gets through.
03: Engagement trajectory Whether they’re becoming more engaged or less. What’s working for them and what’s creating friction. The direction matters more than the snapshot.
04: Management and communication preferences How they prefer to be led. Detailed guidance or a broad brief. Regular check-ins or autonomy. Reasons explained or just the task. Your operating manual for this individual.
05: Flexibility and development appetite Whether they want to grow into new areas or go deeper where they are. Where their ambitions sit. How to develop them in a way that actually matches what they want
06: Emotional labour capacity How they handle the emotional demands of customer-facing work. What support helps them sustain it. How to schedule and support them so they can keep delivering at their best.
07: Values and role alignment What they value and whether the role provides it. Predictability or variety, meaning or progression, teamwork or independence. Understanding this lets you connect the work to what matters to them.
08: Wellbeing and sustainability How they’re doing. Energy, sleep, ability to switch off, whether the pace feels sustainable. A way of knowing when someone needs support before they have to ask for it.
09: Brand and product relationship Whether they’re genuinely connected to what you sell and the environment you operate in. A motivational lever most managers don’t think to use, and one of the most powerful when it’s there.
Support, not surveillance
This assessment is designed to help you manage people better, not monitor them. The framing makes that clear to staff: there are no right or wrong answers, no scores they can fail, and no findings that will be used against them. The report helps you adapt your approach to each person.
Clear Reports
One-page summary card The key findings at a glance. Motivation style, management preferences, engagement direction, and anything that needs attention. A quick reference you can come back to.
Detailed findings across nine domains Written in plain English. What drives this person, how they prefer to work, where to adapt your approach, and what they need from you to perform at their best.
Wellbeing and engagement signals Clear indicators showing where someone’s at. So you can offer support proactively, adjust workloads thoughtfully, and look after your people properly.
Tailored Recommendations
Tailored management recommendations Specific to this individual. How to motivate them, how to give them feedback, how to support their development, and how to adapt your style to get the best from them.
Conversation starters Ready-to-use openings for discussing findings with the team member. Worded naturally so it feels like a real conversation, not an HR exercise.
Priority actions The two or three adjustments that will make the biggest difference for this person right now. So you know where to start.
Re-administration Send the same assessment again after three to six months and the report shows what’s changed. You’ll see whether your adjustments are working, whether engagement is moving in the right direction, and whether anyone needs more support.
Set up Company Account
This will be your login email.
£25.00 per assessment. One credit = one assessment of any type.
Total: £25.00
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How it works
- Create a corporate account (two minutes)
- Buy assessment credits (£25 each, minimum 5)
- Set up an assessment: enter the team member’s name and role
- The system generates a unique link. Send it to the team member
- They complete it (55 questions, 18-22 minutes, no account needed on their end)
- Your management report is delivered to your dashboard and emailed to you