For managers and team leads
You know your team. Now find out what it needs to do better.
When motivation drops, collaboration gets harder or people stop putting in extra effort, it is not always easy to tell what is actually going on. Are people short of support? Do they lack room to work on their own? Are they unsure what is expected of them? Managers are expected to spot the problem and respond, often alongside many other duties and with little time to design new approaches. Motiva Metrics helps you understand what affects your team's motivation, recognise the areas that need attention, and get concrete guidance on the next steps.
Concrete support for working with your team.
Understand what is happening in your own team
Company-wide averages do not necessarily tell you what your team needs. Different teams can face different challenges, even within the same organisation. Motiva Metrics lets you see your team's results and compare them with relevant parts of the organisation. That makes it easier to recognise where your team has specific needs worth your attention.
Find out where to start
When there are several challenges, it is hard to decide which deserves attention first. Trying to change everything at once can put extra strain on you and on the team. The analysis singles out the key factors linked to motivation and employee experience. Instead of a long list of generic recommendations, you get a clearer basis for choosing a few priorities to work on.
Get concrete proposals for action
Knowing there is a problem is not the same as knowing how to solve it. It is not enough to say that communication should improve, that people need more autonomy, or that they need more support. For the areas you choose, you get proposed initiatives with a rationale, concrete steps and expected outcomes. That helps you connect what you have learned about your team with changes you can bring into everyday work.
You do not have to design everything yourself
Conversations about problems in the team, giving feedback and developing people all take preparation. When the recommendations come with practical materials, it is easier to move from an idea to action. You have tools such as meeting agenda templates, conversation guides, checklists and individual development templates. You can adapt them to your team and use them as a starting point.
What does your leadership style mean for the team?
The quality of leadership plays a key role in building engaged teams.
Support people feel in everyday work
People do not experience a manager's support only through formal conversations. What also matters is being available when a problem comes up, being willing to hear suggestions, and how mistakes and difficulties are handled. The results can help you see how employees experience support in your team and where there is room to improve.
Enough room for people to work on their own
Clear expectations and accountability matter, but the way work is organised also shapes employee experience. Too much control can stifle initiative, while too little direction can create uncertainty. Understanding employees' psychological needs helps you judge where more direction is needed and where more room for independent decisions.
Understand the problem before you respond
Not every problem in a team comes from a lack of motivation. Sometimes people lack knowledge, resources or clear expectations. In other cases the problem may be tied to how work is organised or to relationships between people. Motiva Metrics helps you tell the possible sources of a problem apart, so you do not answer different challenges with the same measure.
Check whether what you are doing is working
Changes in how you lead take time, and their effect is not always visible straight away. That is why it matters to be able to compare results over time. By measuring the same indicators again, you can follow how your team's experience is changing and whether there is reason to continue an initiative or adjust your approach.
Your results are not a rating of your work
Motiva Metrics is not a tool for rating a manager's individual performance. Its purpose is to help you understand employee experience better and spot opportunities to improve how the team works. Individual employee answers are not available, and results are shown at group level. For groups smaller than five people, what is shown is limited, to protect employee privacy. The aim is not to give you one more rating, but information and support you can use in your work.
Diagnostic checklist
Does your team really have a motivation problem?
Fill it in and see the result in a few minutes.
25 statements · about 4 min
- 1Autonomy
- 2Competence
- 3Relatedness
- 4How are people motivated?
- 5What is happening to behaviour?
See how it works in practice
In the demo we will show you an example of a team's results, how priorities are singled out, and what a concrete initiative with its supporting materials looks like.