ORGANIZATIONAL WELLBEING DIAGNOSTICS
Clarity for leaders: where to invest and what to protect
A science-based workplace measurement that guides decisions — not one that looks for blame. Two perspectives, one honest picture, a clear 2–3 priorities.
Validated at Riga International Airport · Based on the JD-R model
HOW IT WORKS
Two perspectives, one honest picture
Company self-assessment
What the organization builds and provides — the leadership perspective.
Employee survey
How people actually experience it day to day — the team's perspective.
One comparable picture
- A shared 0–7 rating scale for both instruments
- 9 workplace domains that cover the whole experience
- GAP analysis — where the ratings align and where they differ
- Clear priorities for action, not just data
Blind-spot zone
Look closer
Strength zone
Protect it
Development zone
Invest first
Potential zone
Bring out the value
Employee experience
WHY IT MATTERS
Burnout and turnover cost quietly — but they are preventable
Most of the cost never shows up in the budget: lost productivity, errors, recruitment and knowledge walking out the door.
50–200 %
of annual salary to replace a single employee
−20…30 %
drop in productivity due to burnout and fatigue
«Quiet quitting»
engagement fades long before a resignation lands on the desk
THE SCIENCE
Why people burn out or thrive: the JD-R model
A widely validated international framework (Job Demands–Resources) underpins the entire measurement.
Job demands → Burnout
Overload, ambiguity and conflict drain energy.
Job resources → Engagement
Support, autonomy and growth create motivation.
The buffering effect: resources soften the impact of demands. They come from two sides — the organization (support, autonomy) and the person (resilience, habits).
MEASUREMENT STRUCTURE
Nine domains — but not all of them are on your shoulders
Workload and deadlines
Management support and feedback
Physical environment and health prevention
Team relations and a respectful environment
Meaning of work, role clarity, autonomy
Growth and development
Work–life balance
Mental health and emotional support
Compensation and benefits
You don't have to fix all nine. The Compass shows the 2–3 areas that truly keep your people.
THE RESULT
What the company gets and what each employee gets
For the company
Detailed report
Results across all 9 domains, the GAP matrix and interpretation — ready to use.
Leadership presentation
A clear picture for leadership: the key priorities and the reasoning behind them.
Focused action plan
2–3 priorities following the logic KEEP / GROW / REDUCE.
Responsibility breakdown
Clear on what sits in the employer's zone and what's shared or the employee's.
For each employee
Each employee receives their own confidential, anonymous link — not just a mirror, but tools as well.
Personal assessment
How you feel in each domain — privately, and only for you.
Tools and strategies
Concrete techniques for self-care and building resilience.
Personal recommendations
How to manage energy, stress and boundaries day to day.
My zone vs. the employer's zone
Clarity on what I can change myself and what's on the organization's side.
Report samples
Report samples
Report samples
THE AUTHORS
Two industry practitioners stand behind the Compass
Marija Ābeltiņa
Expert in work and organizational psychology
Specializes in employee wellbeing, burnout prevention and team development. Co-author of the Workplace Compass and lead of the measurement.
Georgs Rubenis
Organizational development consultant
Works with leadership on decision-making, data-driven workplace analysis and change implementation. Co-author of the Workplace Compass.
Our guiding principle: co-creation, a focus on causes (not symptoms), and science-based solutions for lasting change.
PROVEN IN PRACTICE
Validated at one of Latvia's largest employers
Riga International Airport
A full measurement cycle in a real, complex organization — company self-assessment, employee survey and GAP analysis.
2 audiences
Separate insight for both HR and senior leadership.
9 domains
Full workplace coverage with a comparative GAP matrix.
Repeatable
A baseline to measure progress against in the years ahead.
HOW WE WORK TOGETHER
From the first conversation to clear priorities
The process is transparent and unobtrusive to your day-to-day. Each step is planned so you always know what's happening and when.
- 1
Introductory conversation
We get to know your organization, context and goals, and agree on the scope of the measurement.
- 2
Signing the agreement
We set out the agreement, timelines and data-processing terms, and prepare the measurement.
- 3
Data collection
14–21 daysEmployees complete the survey at a convenient time via a personal link. Each person usually receives their individual report within 2–4 working days of completing the survey.
- 4
Final report and presentation
7–21 days after the survey closesWe prepare the organizational report with the GAP analysis and priorities, and present it to leadership and/or your HR team.
From signing to the presentation usually takes about 3–6 weeks, depending on the size of the organization.
THE OFFER
A solution for every company size
10–49 employees
Compact, automated
- Shortened questionnaire (the essential questions)
- Automated results processing
- Standardized report and priorities
50–249 employees
Core offering
- Full questionnaire across all 9 domains
- In-depth GAP analysis
- Leadership presentation + action plan
250+ employees
Tailored solution
- Full measurement + additional questions
- Tailored analysis and segmentation
- Support with rollout and repetition
The price depends on company size and scope. Get in touch for an individual quote.
SECURITY AND PRIVACY
Your data, in safe hands
Workplace and wellbeing data is sensitive, so we handle it with particular care and in line with the GDPR.
GDPR compliant
We process data in accordance with the General Data Protection Regulation (GDPR). With every client we sign a written data-processing agreement in which the employer is the controller and Motivatio is the processor.
Data in the EU
All data is stored in secure infrastructure within the European Union.
Anonymous to your employer
Your employer never sees individual responses — only aggregated results. Only the employee receives their personal report.
Voluntary and consent-based
Participation is voluntary and based on consent, which can be withdrawn at any time.
Secure, personal access
The survey is completed via a personal, encrypted link — no account and no password.
FREQUENTLY ASKED QUESTIONS
Frequently asked questions
NEXT STEPS
Let's start with your organization's baseline
1. Intro conversation · 2. Measurement · 3. Results and plan