Sample ReportThis is a demonstration of what your team report would look like
Motivation Profiler

Marketing Team - Team Motivation Report

Insights and actionable strategies for your 8-person team

Generated 9/11/20258 Team Members
Executive Summary
Key insights at a glance

Top Team Motivators

1. Purpose85%
2. Achievement78%
3. Autonomy72%

Risk Areas

Lack of Feedback62% at risk
Social Isolation45% at risk
Micromanagement38% at risk
Team Motivation Groupings
How your team clusters by motivation patterns and who needs special attention
73%
Team Cohesion
How aligned your team's motivations are
68%
Diversity Index
Healthy variety in motivation patterns

Motivation Clusters

Purpose-Driven Achievers
5 members

Highly aligned group motivated by meaningful work and visible accomplishments

Cohesion Score
92%
Primary Motivators
PurposeAchievementRecognition
Members
Sarah Johnson, Mike Chen, Lisa Park, David Kim, Emma Wilson
Autonomy Seekers
2 members

Independent workers who value freedom and skill development

Cohesion Score
78%
Primary Motivators
AutonomyGrowthPower
Members
Alex Chen, Sam Rodriguez

Motivation Outliers

Jordan Smith

Marketing Analyst

high risk
85% different
Unique Motivators
PowerRecognition
Impact

May feel disconnected from team values and struggle with collaboration

Recommended Actions
  • Assign leadership role in analytics projects
  • Create opportunities for peer recognition and visibility
  • Include in strategic planning discussions to leverage power motivation
Team Motivator Distribution
Average motivation profile across all team members
Purpose85%
Achievement78%
Autonomy72%
Growth69%
Recognition65%
Belonging58%
Power45%
High-Risk Team Members
Team members requiring immediate attention and support

Alex Chen

Senior Designer

Risk Score: 85%
Primary Risk Factors
Social IsolationLack of Feedback
Key Motivators
AutonomyGrowth
Recommended Actions
  • Schedule weekly design reviews with team feedback
  • Pair with junior designer for mentoring opportunities
  • Include in cross-functional project planning meetings

Jordan Smith

Marketing Analyst

Risk Score: 72%
Primary Risk Factors
Career StagnationUnclear Goals
Key Motivators
AchievementRecognition
Recommended Actions
  • Define clear career progression path with milestones
  • Assign ownership of quarterly analytics dashboard
  • Nominate for industry conference speaking opportunity

Sam Rodriguez

Content Writer

Risk Score: 68%
Primary Risk Factors
MicromanagementUnderutilization
Key Motivators
PurposeAutonomy
Recommended Actions
  • Grant editorial independence for blog content strategy
  • Connect writing projects to customer impact stories
  • Reduce approval layers for routine content updates
Demotivator Risk Heatmap
Percentage of team members at risk for each demotivator
Lack of Feedback62%
Social Isolation45%
Micromanagement38%
Career Stagnation35%
Underutilization30%
Unclear Goals25%
Suggested Team Rituals
Ready-to-implement practices tailored to your team's motivation profile

Weekly Win Wednesdays

Weekly
⏱️ 15 minutes🎯 Boost achievement and recognition motivation

Team members share one accomplishment from the week and recognize a colleague's contribution

Implementation

Add to existing team standup or create dedicated Slack channel

Purpose Connection Sessions

Monthly
⏱️ 30 minutes🎯 Strengthen purpose motivation across the team

Share customer feedback, impact metrics, and connect individual work to company mission

Implementation

Replace one monthly team meeting with customer story sharing and impact review

Autonomy Check-ins

Bi-weekly
⏱️ 10 minutes per person🎯 Address micromanagement and increase autonomy

Brief 1:1s focused on removing blockers and empowering decision-making

Implementation

Schedule recurring 10-minute slots with each team member to discuss obstacles and decision authority

Growth & Learning Fridays

Monthly
⏱️ 2 hours🎯 Combat stagnation and promote growth motivation

Dedicated time for skill development, knowledge sharing, or working on passion projects

Implementation

Block last Friday afternoon of each month for learning activities and peer teaching

Manager Action Playbook
Specific strategies tailored to your team's motivation profile

Leverage Team Strengths

Purpose85% team average
  • Connect daily tasks to company mission in team meetings
  • Share customer success stories and impact metrics weekly
  • Create purpose-driven project goals with clear outcomes
  • Encourage team members to share how their work creates value
Achievement78% team average
  • Set clear, measurable goals with milestone celebrations
  • Implement peer recognition for completed projects
  • Create achievement badges or certificates for major wins
  • Track and display team progress on visible dashboards
Autonomy72% team average
  • Allow flexible work arrangements and schedule choices
  • Give ownership of specific projects or initiatives
  • Reduce unnecessary approval processes where possible
  • Encourage experimentation with new approaches and tools

Address Risk Factors

Lack of Feedback62% at risk
  • Schedule weekly 15-minute check-ins with each team member
  • Implement real-time feedback tools like Slack reactions
  • Create structured feedback templates for project reviews
  • Train managers on giving specific, actionable feedback
Social Isolation45% at risk
  • Organize monthly team social events or virtual coffee chats
  • Create cross-functional project teams to build connections
  • Implement buddy systems for new team members
  • Use collaboration tools that encourage informal interaction
Micromanagement38% at risk
  • Establish clear expectations and then step back
  • Focus on outcomes rather than processes in reviews
  • Create decision-making frameworks that empower team members
  • Schedule regular but not excessive check-in meetings
Recommended Next Steps
How to implement these insights in your team management

This Week (30 minutes)

  • • Review top motivators with your team leads
  • • Identify 1-2 quick wins from the playbook
  • • Schedule focused 1:1s with high-risk members

This Month (2-3 hours)

  • • Implement recognition templates in team rituals
  • • Adjust project assignments based on motivators
  • • Run a team retro focused on demotivator prevention