Assessment

Motivation Insight (RMP):

RMP for Adoption Resistance

In our digital transformation project, some employees have been labeled as “resistant.” But are they truly resistant?
We provided capability training, yet they still struggle to adapt. Is the problem really about capability?
We have a change management plan—so why do some employees still insist on using the old system?

depositphotos_11630835-stock-photo-meeting-in-office

37%

of managers underestimate the impact of change. (WalkMe, 2024)

50%

of “quiet quitters” resist change silently. (Gallup, 2022)

70%

of change initiatives fail. (McKinsey)

20-30 Mins
128 Questions
50+ Participants
Motivation Insight (RMP)

Without Motivation Analysis

Labeling employees as “resistant”

Diagnosing resistance as a capability issue

One-size-fits-all change messaging

Forcing change through fear or pressure

With Motivation Analysis

Understanding the root cause of resistance and choosing the right approach

Analyzing the alignment between motivation and change

Personalized communication based on motivational drivers

Adoption strategies that appeal to intrinsic motivation

Resistance is often misdiagnosed as a cognitive problem. In reality, it reflects gaps in clarity, support, and experience

-Whatfix Research

Organizations that adopt the right approach achieve 72% higher adoption rates.

What is RMP for Adoption Resistance?

RMP for Adoption Resistance analyzes the motivational profiles of employees who resist change in order to identify the real causes of resistance. Organizations often diagnose resistance as a capability gap and invest in training and learning. However, if the issue is not related to capability, training alone will not solve the problem. This assessment measures whether an employee’s motivational drivers provide the right foundation for change adoption. Using a 128-question inventory, it generates an individual motivation profile and helps leaders develop tailored adoption strategies for their teams.

What Value Does It Bring to Your Organization?

Challenge	Cost	Solution	Outcome
Misdiagnosis: “Capability problem”	Wasted training investments	Motivation profile analysis	Correct intervention
Resistance to digital transformation	Project delays, 70% failure rate	Adoption strategies aligned with employees’ motivational drivers	Faster adaptation
Labeling employees as “resistant”	Talent loss, erosion of trust	Motivation–change alignment analysis	Retaining valuable employees
Refusal to adopt new systems	Parallel system usage, data and investment losses	Analysis of Order and Tranquility motivations	Smooth system transition
Failed culture transformation	Superficial acceptance but underlying rejection	Matching employee motivations with new company values	Sustainable cultural change
Resistance to hybrid work models	Declining productivity and resignations	Analysis of Social Contact and Independence motivations	Alignment with flexible work
Skepticism toward AI tools	Competitive disadvantage and slow adoption	Analysis of Curiosity, Power, and Tranquility motivations	Innovation and competitive advantage