Assessment

Motivation Insight (RMP):

RMP for Employee Engagement

Are you investing heavily in engagement but seeing no improvement in scores?
When the manager changes, does the same team’s engagement score increase?
Do employees who say they are “satisfied” in surveys resign six months later?
When two employees are given the same opportunity, does one become motivated while the other disengages?

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47%

of employees are not honest in engagement survey responses

70%

of the variation in team engagement is caused by the manager

74%

of companies admit they hired the wrong person

15-20 Mins
128 Questions
50 + Participants
Motivation Insight (RMP)

Limitations Of Engagement Surveys

X ICON INSIDE THE CIRCLE THEY SHOULD HAVE GAPS MAKE IT WHOTE ICON

Honest Feedback Problem

Employees hesitate to share their real opinions in surveys.

Manager Behavior Contagion

Manager attitudes influence the engagement scores of the entire team.

Concept Confusion

People interpret “engagement” differently.

Responsibility Bias

Managers with low scores may blame employees.

Fear of Consequences

Negative feedback is perceived as a career risk.

Assumption Problem

Judgments are made based on observed behavior rather than true motivations.

Diplomatic Masking

Real issues are hidden behind average scores by those avoiding conflict.

SURVEY ONLY vs SURVEY + RMP

Survey Only

Only the engagement result

General scores → generic action plans

“More recognition” recommendation (same for everyone)

Treating symptoms → short-term improvement

Subjective results perceived as objective data

Survey + RMP

Why engaged / disengaged → diagnosis

Action plans tailored to the organization’s motivation map

Value propositions aligned with employees’ intrinsic needs

Root-cause intervention → sustainable engagement

Data interpreted and validated through scientific methodology

What is RMP for Employee Engagement?

RMP for Employee Engagement works as a complement to your existing engagement surveys. While engagement surveys measure “how engaged employees are,” RMP answers “why they are not engaged.” Using a 128-question scientific inventory, individual motivation profiles are identified and the root causes of disengagement are revealed.

Value Impact Table

Challenge	Cost	Solution	Outcome
Engagement scores do not improve	Loss of 18% of annual salary (Gallup)	Motivation correlation	Root-cause intervention
Employees are not honest in surveys	Millions spent on the wrong initiativesc	Scientific profiling	Objective data
Managers fail to create engagement	$3,400–$10,000 loss per employee/year	Team motivation map	Situational leadership
One-size engagement approach fails	$2,246 loss per employee investment	Personalized action plans	Sustainable engagement investment
Companies do not truly know their employees	50–200% salary turnover cost	Motivation profiling	Personalized interventions
Assumptions based on behavior	43% higher turnover risk	16 motivator analysis	Better person-role alignment