How Motiro works

Hear what your team won’t say in a one-on-one.
It takes them five minutes.

Step 1

Survey your team

Create a team, paste your members’ emails or phone numbers straight from a spreadsheet, and click Start survey. Each person gets a personal invitation to a 29-question assessment. Questions cover the three psychological needs that fuel motivation—autonomy, belongingness, competence—plus how leadership and the work environment support them. Responses are confidential.

  • Bulk-add members by copy-paste
  • Works on any device: phone, tablet, laptop
  • 11 languages, each member picks their own
  • Managers can send reminders to people who haven’t responded yet
Question 3 of 29

I am free to express my ideas and opinions on my work.

Next
Step 2

See the full picture

You don’t have to wait for everyone. Results appear as soon as enough people respond. Motiro becomes the shared space where the whole team sees the motivation profile, discusses what it means, and decides what to do about it. Each respondent can see how they answered compared to the team average, so everyone walks into the conversation with the same picture.

Four scores break down into 15 metrics that show where your team is strong and where to focus. Filter results by age or gender to uncover patterns that team-wide averages can hide. Compare against a global benchmark built from thousands of teams.

  • Everyone sees results, not just the manager
  • Personal answers plotted against team answers
  • Filter by age and gender
  • Global benchmarks by team type

Team motivation profile

Motivation
3.5
Benchmark
Needs
3.6
Environment
3.7
Leadership
3.1
Leadership metrics
  • Understanding
    3.4
  • Encouragement
    2.8
  • Listening
    3.1
LeadershipListeningSurvey questions
I feel understood by my supervisor.
24%
31%
26%

You answered “Agree”

Step 3

Discover the real issues

After the survey closes, Motiro suggests up to 5 issues drawn from the team’s results. You walk the team through them, refining the list—editing, adding, or removing items—until it reflects what the team is actually facing.

  • Specific issues, not vague scores
  • Each suggestion cites survey evidence
  • Edit, add, or remove with the team
  • The team decides what makes the final cut

Detected issues

AI suggested · keep what fits, edit the rest

  1. 1.

    25% of people on the team don’t feel understood by their supervisor.

  2. 2.

    1 in 6 team members don’t feel their supervisor encourages questions.

  3. 3.

    42% aren’t sure they can talk about what really matters at work, even though 92% find people friendly.

Step 4

Trace each issue to its cause

Before anyone writes solutions, name what drives each issue. Motiro interviews you: a few pointed questions per issue, grounded in the survey data and answered from what you know about your team. From your answers it drafts a cause for each issue; you edit and confirm. Prefer to write the causes yourself? The editors are always open.

  • Motiro interviews you: one round, a few questions per issue
  • Your own hunches become hypotheses the questions test
  • A drafted cause per issue, from your answers plus the data
  • Skip the interview and write causes directly anytime
  1. Issue

    25% of people on the team don’t feel understood by their supervisor.

  2. When did one-⁠on-⁠ones last leave room for anything beyond status updates?

    They shrank to 15 minutes during the spring crunch and never grew back. It’s all status now.

  3. Cause Drafted by Motiro

    One-on-ones turned into status meetings: the spring crunch cut them to 15 minutes, and the listening never got its time back.

Step 5

Craft your action plan

For each issue, you write the fix. Motiro reviews your plan against the survey data and the causes, and pushes back where a solution treats the symptom instead of the root cause. Approve the plan when you’re satisfied. From that point on, the plan is the team’s commitment.

  • One solution per issue, written by you
  • Motiro’s feedback checks each fix against its cause
  • Motiro pushes back on vague revisions
  • Approved plans stay editable, and each change names who made it
  • Approved plans are visible to the whole team
  1. Issue Draft

    25% of people on the team don’t feel understood by their supervisor.

  2. Proposed solution

    Hold a monthly team lunch so people can talk more openly.

    Motiro’s review

    This treats the symptom. The cause is in the one-⁠on-⁠ones, which shrank to status updates during the spring crunch. What would bring listening back into those one-⁠on-⁠ones?

Your team sees it once approved Approve plan
Step 6

Act and measure

Once the plan is approved, each member receives a private guidance report drawn from their own answers and the team’s plan. The team works the plan, and when you’re ready, you resurvey. The numbers tell you if it worked, and the next cycle picks up where this one left off. Each cycle lives in the team’s Journey: a running record of what changed, which scores moved, and by how much, so nothing is lost between surveys.

  • Private personal guidance for every member
  • Track each issue to completion
  • Resurvey to measure real impact
  • Compare cycles side by side
  • An optional Big Five personality test deepens each member’s report
Summary Private

Your personal report

You feel less understood by your supervisor than most of your teammates do. The team’s action plan sets aside time in one-⁠on-⁠ones for listening, so you’ll have more room to say what matters to you.

Only you can see this report.

More than a survey tool

The cycle above is the core, but Motiro does a lot more.

Snap surveys

Quick, lightweight surveys you create and dispatch in minutes. Pulse checks, event feedback, a specific topic you want to explore. Write the questions, pick a scale, send.

I felt heard during the offsite.
Agreement scaleStart survey

Custom surveys

Build full surveys with your own questions, metrics, and scoring scales. Reuse them across all your teams for consistent measurement.

Yes / NoAgreementFrequency1 to 10

Circles and hierarchy

Group teams into circles (departments, regions, divisions) and nest circles inside each other. See aggregated motivation data at every level, from a single team to the entire organization.

Organization
North
South
Team ATeam BTeam CTeam D

Cross-team analysis

Compare motivation profiles across teams to spot what’s working and what isn’t. Identify teams that need support and replicate practices from your strongest ones.

North
4.4
South
3.3
Admin
3.9

Ready to understand what drives your team?

Start with a free 5-minute survey—get actionable insights the same day.

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