8 P'S OF WORK™

Science-backed language to clarify people's needs, relieve managers in 1:1s and predict the ROI of budget allocations.

82+ YEARS OF SCIENCE,
ONE GUIDE

Academic literature has written about work motivation for over 82 years. 13+ models, even more theories. Though what they all have in common are 8 recurring themes.

Pay
Progression
Prestige
People
Product
Personal
Policy
Power

SOURCES

Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370–396.Herzberg, F. (1959). The motivation to work (2nd ed.). New York, NY: John Wiley & Sons.McClelland, D. C. (1961). The achieving society. Princeton, NJ: Van Nostrand.Bandura, A. (1977). Self-efficacy: Toward a unifying theory of behavioral change. Psychological Review, 84(2), 191–215.Deci, E. L., & Ryan, R. M. (1985). Intrinsic motivation and self-determination in human behavior. New York, NY: Springer Science & Business Media.Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001). The job demands–resources model of burnout. Journal of Applied Psychology, 86(3), 499–512.Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American Psychologist, 57(9), 705–717.Reiss, S. (2004). Multifaceted nature of intrinsic motivation: The theory of 16 basic desires. Review of General Psychology, 8(3), 179–193.Gagné, M., & Deci, E. L. (2020). The evolving definition of intrinsic motivation: Advancements in self-determination theory. Motivation Science, 6(4), 346–355.Management 3.0. (n.d.). CHAMPFROG: A holistic model for understanding motivation. In Moving Motivators.

HOW TO USE

Depending on how the 8 P's of Work™ is used, either one or many people benefit from the relief, predictability and clarity.

Workshop participants practising the 8 P's language

Phase 01

FIND THE WORDS

Sometimes we can't find the words to pinpoint what is going on. The conversation falls flat and the elephant is left unsaid. The 8 P's help people clarify their needs so managers are relieved from guessing.

8 P's is built to be confidential and should never violate people's right to privacy.

TRY 8 P'S OF WORK™ AS A USER

Chart showing motivation patterns across the 8 P's

Phase 02

SEE THE PATTERNS

Once people and managers start using the same language, we can collect 8 P's patterns across people and teams. People's needs become visible long before someone hands in a resignation.

When 8 P's scales, anonymous data can be collected. This benefits both individuals and companies without endangering an individual.

EXPLORE A PILOT

Team designing next actions on a sticky-note wall

Phase 03

DESIGN THE CULTURE

The 8 P's offer people recommended next actions based on their profile. As a company, you can curate those actions and align them with your intended culture. Design it once, then put in autopilot.