A wellbeing diagnostic tool
designed to help elevate your
people to their full potential.
AWARD WINNING TECHNOLOGY THAT ANSWERS
'ARE YOUR PEOPLE MOTIVATED, ENGAGED,
HEALTHY AND HAPPY?'
IF NOT, WHAT CAN YOU DO ABOUT IT?
We are a measurement tool that combines psychology, behavioural profiling,
neuroscience, organisational design and technology.
We have done the hard work for you. We know what the success measures of flow,
performance and wellbeing look like.
We have the science and you have the people to measure. It is a perfect marriage
AND KEY BENEFITS
Momentum108 is different than the numerous wellbeing surveys that exists. It combines both the need for high performance, with the need for high levels of wellbeing.
Organisations can expect higher levels of productivity, engagement, lower levels of absenteeism and ultimately higher returns.
We help data driven leaders with:
Have visibility over exactly where your people are at with the wellbeing needs they require to be at their very best.
Measure and evaluate progress over time and adapt your strategies accordingly.
Immediately identify those who need support with their mental health & ensure they are directed to the appropriate support channels / programs, such as an EPA.
Anonymous Data collection also available.
Money is tight, that is a reality. Most organisations do not have the endless Wellbeing or People & Culture dollars to spend.
Momentum108 helps organisations direct their spend towards programs whether those programs are engagement programs, EAPs or other.
Use data to understand what initiatives you have implemented have gained a return on investment. Learn what works, what doesn’t and how that differs across the business.
Our award winning and dashboards allow you to split results into any business unit, role, location, leader, demographics or variable set by you.
'90% OF EMPLOYEES AGREE THAT MENTAL HEALTH ISSUES PREVENT PEAK PERFORMANCE' - HEALTH SHIELD
The Momentum108 point of difference is the addition of validated scientific measures. The measures
we use are aimed at understanding the person, both at work and at play.
You will know what is happening in real time and the real reasons behind it. You will know EXACTLY
where to spend your limited budget and how.
We diagnose using elements such as:
Positive emotion is much more than mere ‘happiness.’
Positive emotions are a prime indicator and they can be cultivated or learned to improve wellbeing.
When individuals can explore and integrate positive emotions into daily life (and visualisations of future life whether that be about the individual or promoting organizational strategies), it improves habitual thinking and acting. Positive emotions can undo the harmful effects of negative emotions and promote resilience.
Increasing positive emotions helps individuals build physical, intellectual, psychological, and social resources that lead to this resilience and overall wellbeing.
The existence of positive emotions is one of the strongest indicators of our wellbeing.
Have you been so into what you’re doing and the world around you fades away? This is the true meaning of Engagement.
It’s as if everything is in sync. Deep thinking, innovative creating and fully participating are easy and enjoyable. Engagement is also referred to as “flow.”
According to Martin Seligman, engagement is “being one with the music.” It includes the loss of self-consciousness and complete absorption in an activity. In other words, it is living in the present moment and focusing entirely on the task at hand.
Flow, or this concept of engagement, occurs when the perfect combination of challenge and skill/strength is found and the person becomes innately satisfied.
People are more likely to experience flow when they use their top character strengths. Research on engagement has found that individuals who try to use their strengths in new ways each day for a week were happier and less depressed after six months.
The concept of engagement is something much more powerful than simply “being happy,” but happiness is one of the many by-products of engagement.
The difference between the PERMA and a traditional engagement survey is that we are measuring the flow of an individual, not the flow or strategy within an organisation and how engaged people are within it.
Relationships encompass all the various interactions individuals have with partners, friends, family members, colleagues, bosses/mentors/supervisors, and their community at large.
Relationships in the PERMA model refer to feeling supported, connected and valued by others. Relationships are included in the model based on the idea that humans are inherently social creatures and being out of social order can cause severe neurological distress.
The social environment has been found to play a critical role in preventing cognitive decline, and strong social networks contribute to better physical health among older adults. In fact it is documented that loneliness is now the biggest killer of humans above other killers like heart-disease and certain cancers.
If relationships aren’t important in a workplace, then it becomes much easier to quit, call in sick, not show up as we connect ourselves to the job in the absence of relationships and the job has to be variable and sustaining.
“Why do we wake up every morning?” The answer to this question points to our sense of purpose in life, our Meaning. This gives us direction and a sense of connecting to something greater than ourselves. If we know the answer to this, we are definitely ready to perform at ‘flow’.
Another intrinsic human quality is the search for meaning and the need to have a sense of value and worth. Meaning gives us a sense of belonging and/or serving something greater than ourselves which humans intrinsically need to do. Having a purpose in life and at work helps individuals focus on what is really important in the face of significant challenge or adversity. If they believe their role does not fit into the greater purpose of the organisation, then it will affect their score.
A sense of meaning is guided by personal values, and people who report having purpose in life live longer and have greater life satisfaction and higher organisational engagement scores and fewer health problems as proven scientifically by Kashdan, Mishra, Breen, & Froh in 2009.
Accomplishment is also known as achievement, mastery, or competence .A sense of accomplishment is a result of working toward and reaching goals, mastering an endeavour, and having self-motivation to finish what you set out to do. This contributes to wellbeing or peak performance because individuals can look at their lives or work with a sense of pride.
Accomplishment includes the concepts of perseverance and having a passion to attain goals. Think of an athlete, they hardly strive to remain the same but rather than improve in order to win.
Achieving intrinsic goals (such as growth and connection) leads to larger gains in wellbeing than external goals such as money yet organisations believe the measuring of money in engagement surveys somewhat ticks this box.