Motivation alignment

We help organizations identify which types of motivation are most dominant among employees and how to shift them from controlled to autonomous forms of motivation, those that come from within, driven by personal values and interests. Employees who are primarily controlled-motivated require constant supervision and external incentives, which rarely leads to lasting, high-quality change. In contrast, autonomously motivated employees achieve better results with greater energy, creativity, and persistence.

Increased engagement

Engagement refers to employees’ energy, dedication, and full involvement in their work. This state is directly linked to higher productivity and better work quality. Based on the collected data, we identify both the factors that drive engagement and the risk factors for burnout. We place strong emphasis on protecting employees’ mental health, because engagement is sustainable only when it aligns with psychological well-being.

Reduced turnover

We distinguish three key reasons why employees stay in an organization: because they want to, because they have to, or because they feel they should. Our goal is to identify the dominant motives and the factors shaping them, so we can further strengthen those grounded in personal value and a sense of meaning. When employees stay because they genuinely want to, turnover decreases and loyalty and stability become a long-term advantage for the organization.

Leadership growth

Immediate managers play a key role in shaping employee motivation. A motivating leadership style provides support, strengthens autonomy, and nurtures employees’ sense of competence and belonging. Such leaders don’t just manage tasks, they actively foster autonomous motivation and engagement. We help develop leaders who understand the psychological needs of their teams and know how to turn them into a driving force for the organization.

Strategic partnership

We support organizations in shaping their culture through strategic management of employee motivation and engagement, grounded in data and trend analysis. Our approach focuses on implementing the resulting solutions into People & Culture systems, so that by improving psychosocial factors we directly impact employee productivity. We don’t offer measurement alone, we provide a process that leads to sustainable business results.

Long-term growth and development

An organization’s growth and long-term stability depend on the growth and development of the people who make it. Our approach supports the continuous development of employee motivation and engagement, helping organizations successfully respond to future challenges. Investing in motivation and engagement is essential for building a resilient, flexible team, one that is committed, loyal to the company, and able to adapt to change with ease.