What is colleague motivation?
Colleague motivation means shaping interactions and shared work so peers can experience useful choice, growing competence, belonging, and connection to meaningful outcomes.
Reflect on whether you support colleagues’ autonomy, competence, and connection without trying to control emotions or manufacture enthusiasm.
Answer as you are today
Choose the answer that best describes your recent behaviour at work. No email required.
What does colleague motivation mean?
Colleague motivation means shaping interactions and shared work so peers can experience useful choice, growing competence, belonging, and connection to meaningful outcomes.
Why it matters at work
You cannot install motivation in another person. You can reduce friction, share context, offer choice, recognize progress, model commitment, and avoid controlling rewards or pressure that undermine ownership.
What this assessment measures
Choice & ownership
Offering meaningful influence and respecting the colleague’s goals and boundaries.
Progress & competence
Clarifying progress, sharing knowledge, and giving useful encouragement or feedback.
Purpose & connection
Connecting work to beneficiaries and creating mutual support without emotional pressure.
How to interpret your score
Your overall result is normalised to a 0–100 scale. Use it to choose a practice area, not to compare your worth with somebody else.
Build your colleague motivation foundation
Your answers identify situations where one visible practice could make this capability more dependable.
A developing colleague motivation pattern
You use this capability in some conditions. Begin with the dimension that becomes least reliable under pressure.
A strong colleague motivation pattern
Your answers suggest a reliable pattern. Keep testing it against harder work and feedback from people affected.
Designed for reflection, not diagnosis
The ten behaviour-based statements cover 3 practical dimensions. Responses run from “Never” to “Almost always”; negatively worded items are reverse-scored. Overall and dimension results are converted to a 0–100 scale. The assessment is educational and has not been psychometrically validated.
Read the full assessment methodology and editorial standards.
Research that informed this page
Edward L. Deci and Richard M. Ryan (2000), “The What and Why of Goal Pursuits: Human Needs and the Self-Determination of Behavior”, Psychological Inquiry.