Spark Employee Productivity with mojo™
MAPPING MOTIVATION
The 9 motivators
Motivation, like personality, differs from person to person. But unlike personality, which is fixed, motivation is fluid. Mojo identifies which of the nine motivators are most important to individual employees and your organization as a whole at any time. It measures how well these motivators are being satisfied. Your managers are able to use this insight and mojo's reward strategies to optimize the motivation and performance of their teams.
The 3 clusters of motivation
The nine motivators are grouped into three clusters — Relationship, Achievement, and Growth.
Some individuals can have a heavy focus in one cluster, while others can have a mix of motivators from different clusters. And because motivation is fluid, these motivators change.
Understanding the current motivational drivers of each employee helps you enhance the dynamics and cooperation in your teams. Tracking changes in these drivers helps you tailor strategies for greater employee engagement and team alignment.
Relationship motivators
Defender
Seeks security, predictability, stability
Friend
Seeks belonging, friendship, fulfilling relationships
Star
Seeks recognition, respect, social esteem
Achievement motivators
Builder
Seeks money, material satisfactions, above-average living
Expert
Seeks knowledge, mastery, specialization
Director
Seeks power, influence, control over people and resources
Growth motivators
Spirit
Seeks freedom, independence, autonomy
Creator
Seeks innovation, identification with new, expressing creative potential
Searcher
Seeks meaning and purpose, wants to make a difference
What are people saying about mojo?
Mojo is a powerful tool with huge strategic value. It uniquely helps individuals, managers, and their teams understand, measure, and track what motivates them. We’ve seen significant shifts in leadership impact, engagement, well-being, and productivity from upskilling people around motivation and rolling out the mojo dashboard. Holding everyone to account every 3 months to check in with their motivations has been a game changer.
Carole Gaskell
Founder and CEO · Full Potential Group
Creating a mojo map
Users create their mojo maps by completing a quick self-perception survey once every quarter. This enables them and their manager to track their motivation satisfaction levels over time. Regular mapping fosters open communication and insight needed to keep employees motivated and address any issues before they escalate.
Reading a mojo map
The mojo dashboard shows employees their top three motivators as well as their bottom one. They can also see how well their top motivators are being met, their attitude toward risk, and their cluster analysis — whether they are most focused on relationships, achievements, or growth.
Ranking each motivator
Mojo displays the nine motivators ranked in order of importance to each user. "Motivation Satisfaction" scores show how well each motivator is being met. This information helps managers ensure that all of an employee's motivators are fully supported.
Trends and history analytics
In the mojo score history graph, employees can see how their mojo score is changing over time. They can also see whether the rank of each motivator has changed and how well each motivator is being satisfied. In this way, trends and patterns can be identified and acted upon.
Motivational action planning
Mojo drives continuous improvement through mojo action plans. Managers conduct reviews with their team members to discuss their map results. Together, the manager and employees create a plan to increase the employee's motivation and satisfaction.
Team and organization reporting
Just as for individuals, managers and leaders cans see which motivators are most important to their teams and organization. They can see where there may be gaps and misalignments in a team's motivation. Knowing the motivational profile of a team and its members allows managers to maximize productive engagement.
