Assessment

Motivation Insight (RMP):

Reiss Motivation Profile (Core)

Do you truly know what drives each person on your team?
Do you consider motivation in your promotion decisions?
Do you see the real reasons behind your employees’ behavior?

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95%

95% of managers misunderstand what motivates their employees. (Amabile & Kramer, Harvard Business School)

82%

82% of managers are “accidental managers” — leadership motivation has never been assessed. (CMI, Fortune, 2023)

10-15%

95% of managers believe they are self-aware — in reality, only 10–15% truly are. (Tasha Eurich, HBR, 2018)

15-20 minutes
128 questions
1 (individual)
Motivation Insight

Leadership Without RMP vs. With RMP

Without RMP

Motivation is managed through assumptions and observation; there is no data

Promotion decisions are based on competence; motivation is not measured

Career and development plans are based on observation

Hiring decisions lead to mismatches, creating friction within teams

Employee behaviors are often misinterpreted

With RMP

Motivation and individual values become clear and are managed through data

Promotion decisions are based on both competence and motivation

Career planning is tailored to each individual’s motivations and values

Building teams and ensuring team alignment becomes easier

The real reasons behind behaviors are understood

What is the Reiss Motivation Profile (Core)?

RMP is the scientific measurement of motivation. Developed through a 7-year empirical study conducted by Prof. Steven Reiss at The Ohio State University, it is built on one of the only scientifically validated theories of human motivation. Unlike other personality tools (MBTI, DiSC, Enneagram), it does not describe how people behave, but why they behave — making the underlying motivations, values, and goals visible through data.

Everyone has the same 16 basic motivators, but each individual experiences them at different intensities. These intensity differences shape personality, values, and behavior — and make it possible to predict future behavior. When leaders manage without seeing these differences, they tend to project their own values onto others — what Reiss calls “self-hugging.”

What Does It Deliver to Your Leaders?

Challenge	Cost	Solution	Outcome
95% of managers misunderstand what motivates employees (Harvard)	Quiet quitting — costing the global economy $8.9 trillion annually (Gallup, 2024)	Understanding team motivations and values through data	Effective performance management based on both competence and motivation
82% of managers are appointed without assessing leadership motivation (CMI)	75% of voluntary turnover is linked to manager-related issues (Gallup)	Measuring leadership motivation through pre-promotion motivation analysis	The right person in the right leadership role. Effective leadership.
Organizations that do not understand employee motivation experience declining engagement	62% of employees globally are disengaged (Gallup, 2024)	Conducting motivation analysis alongside engagement analysis	Motivation-aligned employee experience and increased engagement
Unmanaged friction within teams	Managers spend 42% of their time managing conflict (CPP Global)	Creating a motivation map for each team	Improved team alignment; leaders spend less time resolving internal friction
Misinterpretation of behavioral root causes leads to poor decisions	Inefficient decision-making costs Fortune 500 companies $250M annually (McKinsey)	Identifying root causes through motivation profiling and data	Faster resolution of interpersonal issues, increased awareness and tolerance, and better decisions