What the Scores Mean
These scores are calculated as a percentage of the possible points your employee could have scored for each attribute. This can help you understand how strong their leanings are towards a specific trait. As you might guess, a higher score means they identify with an attribute more. This isn't a right-or-wrong type of score- just an extra indicator of their preferences!
What is the Domain Breakdown?
This is a snapshot of what form of compensation matters most to your employee and the balance between them. The report is intentionally broad and should be used only as a guide as assess their fit with an opportunity. The three domains (Approach, Environment, and Outcomes) are presented as a diagram proportionally divided to correlate with their responses. We find it helps to see the forest before we focus on the trees.
Tester Lester's Results
As an employee in the roll of A Cool Position
Check out our guide on How to Read Your Results.
Domain Breakdown
What's this?The strength of the Domain scores indicates what class of compensation an individual values most. While not as specific as the individual results that follow, these results help us better understand the priorities and enable more productive conversations. Consider focusing negotiations and team-building discussions around the Domains that are strongest, even if you need to give a little on the side of the chart that is least represented. (For more tips on developing Domain-based strategies, contact our team of consultants.)
Attribute Results
Low
The results of the assessment have resulted in a tie between one or more key indicator. When this happens in the High-Low Report, we provide you with the results for all results that tied. For this reason, you see more than three results in the Low Report.
High Report
The following results represent the Attributes that you value most highly.
Excitement Highest Attribute
63%
What's this?Where This Fits
Excitement is an ENVIRONMENT value, meaning it focuses on the setting and atmosphere in which you work, rather than just the tasks themselves. People who value excitement seek an environment that energizes them, keeps them on their toes, and feels stimulating. Excitement can come in many forms: through unpredictability, urgency, or creative challenges. While excitement isn't a quality often associated with traditional work environments, it can be crucial for those who thrive on variety, novelty, and a sense of adventure.
What You’re Seeking
If excitement is high for you, you're likely drawn to jobs that offer fast-paced, dynamic settings, or a mix of high-stakes and novelty. These environments might include roles where no two days are the same, where you get to improvise and react quickly, or where the stakes feel real and impactful. You may find enjoyment in roles that others find too unpredictable or intense, and you’re likely to thrive in an environment that brings urgency and even a degree of pressure. Physical excitement can be found in action-oriented or risk-based jobs, while social excitement might involve performance or high-visibility work.
Excitement pairs well with values like Variety (frequent change and novelty), Flexibility (adapting to unexpected situations), and Purpose (when exciting work aligns with meaningful goals). Together, these values create a highly stimulating and motivating work environment.
Crafting Your Position
Infuse more excitement into your role by seeking out novelty, high-stakes projects, and dynamic responsibilities.
- Seek Out High-Impact Projects: Volunteer for projects or assignments that have tight deadlines, involve creative problem-solving, or have a significant impact on the organization. These types of tasks add a sense of urgency and excitement.
- Look for Opportunities to Perform or Present: Whether in front of a large audience or just your team, volunteer for public presentations, pitches, or training sessions. Being in the spotlight can provide the thrill of performance and a sense of adrenaline.
- Suggest Rotation or Cross-Training: If your current role feels too predictable, see if there’s an option to rotate between departments or cross-train in a related area. Learning new tasks keeps things fresh and increases engagement.
- Embrace Projects with Uncertain Outcomes: When possible, take on tasks that require a trial-and-error approach or that don’t have a set roadmap. Innovating as you go can add excitement and keep your role feeling dynamic.
- Incorporate Physical Energy into Your Day: If your job allows it, add some movement to your daily routine—take walking meetings, rearrange your workspace for activity breaks, or engage in fieldwork when possible.
- Engage in Competitive or Time-Bound Tasks: Add elements of gamification, such as timed challenges or friendly competitions with colleagues, to energize routine tasks and create a sense of urgency.
Potential Pitfalls & Solutions
Keep the excitement in check to avoid stress or burnout.
- Pitfall: Potential for Overwhelm Due to High-Stakes, Fast-Paced Work
Solution: To manage intensity, establish short “recovery” periods between high-adrenaline projects. Block time for calm, focused work after a burst of activity to prevent burnout while still keeping excitement alive. - Pitfall: Difficulty Staying Engaged During Routine or Administrative Tasks
Solution: Batch repetitive tasks together and set personal challenges or timed goals to make them feel more engaging. Finding small ways to add excitement can help you power through necessary, less-thrilling parts of your job. - Pitfall: Risk of Taking on Too Many Projects for the Sake of Variety
Solution: Prioritize projects that truly align with your strengths and values. Rather than adding excitement by overcommitting, focus on tasks that provide both energy and meaningful contribution to avoid burnout. - Pitfall: Feeling Out of Place in a Predictable or Stable Environment
Solution: If your role is low in excitement by default, create mini-projects or take on responsibilities that introduce variety. Propose ways to shake up routines, like piloting a new approach or trying a side project within your team’s goals.
By finding ways to make your work environment dynamic and engaging, you can fuel your excitement and thrive on a sense of challenge. This approach will keep you motivated and energized, allowing you to make a lasting impact in your role.
Flexibility
57%
What's this?Where This Fits
Flexibility is an ENVIRONMENT value, which relates to the physical and structural setting of your work. If flexibility ranks highly for you, you likely want a work environment that allows you to set your own schedule or adapt your work hours as needed. Flexibility empowers you to structure work around your life rather than the other way around. This adaptability can increase job satisfaction, reduce stress, and lead to greater overall well-being. A flexible work environment is outcome-focused, emphasizing results over rigid schedules and offering you a sense of freedom in how and when you work.
What You’re Seeking
With flexibility as a top value, you are looking for roles that allow you to manage your own time, ideally with an option for remote or hybrid work. You’ll find fulfillment in jobs where the focus is on deliverables and results rather than specific office hours, giving you the ability to balance work with other personal commitments. This type of environment also benefits people who work best with autonomy and minimal micromanagement, enabling them to thrive through self-motivation.
Flexibility complements values like Autonomy (control over how you work), Predictability (setting your own stable routines), and Excitement (adapting to changes in a dynamic environment). Together, these values help you find a fulfilling work-life blend that enables both productivity and personal satisfaction.
Crafting Your Position
Increase your flexibility by setting clear goals and demonstrating consistent results.
- Establish Open Conversations About Flexibility: During meetings with your manager, discuss your work style and preferences around flexible hours or remote work. By explaining how flexibility enhances your productivity, you can help set the foundation for a supportive work environment.
- Request Outcome-Based Goals: Propose setting goals based on specific deliverables or outcomes rather than time spent. This gives you room to manage your own time while still ensuring productivity aligns with organizational objectives.
- Communicate Proactively: Share regular updates on your work progress. By keeping your manager in the loop, you reinforce that flexibility doesn’t hinder your performance, which helps to build trust and maintain the flexibility you need.
- Use Flexibility to Meet Deadlines Ahead of Time: Show the benefits of flexible working by occasionally completing tasks ahead of schedule. Consistently exceeding expectations can demonstrate that a flexible arrangement is beneficial for everyone.
- Experiment with Ideal Work Hours: Test different schedules to discover when you’re most productive and share these insights with your manager. For example, if you work best in the mornings, propose arranging meetings in the afternoon or blocking focused time earlier in the day.
- Respect Key Office Hours: Even in a flexible role, be mindful of times when team interaction is essential. Flexibility works best when balanced with respect for the needs of the team, which will help maintain trust and mutual support.
Potential Pitfalls & Solutions
Flexibility requires setting boundaries and managing expectations to avoid conflicts.
- Pitfall: Lack of Structure Leading to Overwork
Solution: Set personal boundaries around work hours, even when working remotely. Use tools like a set “end of workday” reminder or a scheduled walk to create a clear break between work and personal time. - Pitfall: Misalignment with a Less Flexible Team or Manager
Solution: Align with your team by openly discussing flexible work arrangements, and clarify times when you’ll be available to collaborate. Reinforce your commitment to the team while also advocating for your preferred working style. - Pitfall: Risk of Being Perceived as Less Committed
Solution: Be visible in team communications and proactive in sharing your achievements. Make a point to attend important meetings and be responsive, so others recognize that flexibility supports rather than diminishes your productivity. - Pitfall: Finding Flexibility Hard to Achieve in Traditional Work Cultures
Solution: If you’re in a traditionally rigid environment, propose a trial period of flexible hours with measurable goals. Show evidence of increased productivity or reduced stress, which can help make the case for a more permanent arrangement.
Flexibility allows you to align your work life with personal needs, creating a balanced and satisfying environment. By building trust, delivering results, and staying communicative, you can integrate flexibility into your role to enhance both productivity and well-being.
Purpose
53%
What's this?Where This Fits
Purpose is an OUTCOME value, reflecting a desire for work that is deeply meaningful and connected to a cause or mission. For those who value purpose, work satisfaction is closely tied to the sense that their efforts are making a positive impact, whether by serving a community, advancing a mission, or supporting others. Feeling purpose at work provides a strong sense of motivation and fulfillment, transforming work from just a job into something that brings meaning and value to daily life.
What You’re Seeking
With purpose as a top value, you’re looking for roles that allow you to connect with the organization’s mission, contribute to a meaningful cause, or make a difference in people’s lives. You’re likely to find satisfaction in environments where you can see the direct impact of your work on clients, colleagues, or the community. Whether the purpose is social, environmental, educational, or otherwise, aligning with an organization’s mission will be essential to feeling engaged and fulfilled. Finding purpose may mean focusing on roles where values are integral to the company culture and where the team shares a commitment to making a positive impact.
Purpose aligns well with values like Collaboration (working with others toward a common goal), Sociability (connecting with people who care about similar causes), and Leadership (guiding others to achieve meaningful goals). Together, these values foster a work environment that is both socially and professionally fulfilling.
Crafting Your Position
Deepen your sense of purpose by focusing on impact, connections, and contributions.
- Connect with the Beneficiaries of Your Work: If possible, find ways to interact directly with the people or groups who benefit from your work. This might mean spending time with clients, observing how your work affects others, or even reading testimonials, which can be a great reminder of your impact.
- Align Projects with the Mission: Whenever possible, choose projects that directly contribute to the organization’s mission. Propose initiatives that align with the company’s purpose and allow you to feel a stronger connection to meaningful outcomes.
- Build Relationships with Like-Minded Colleagues: Seek out colleagues who share your values and are equally inspired by the mission. Working with others who feel connected to the purpose can amplify your own motivation and strengthen team commitment.
- Highlight the Purpose in Daily Work: Remind yourself and your team of the mission regularly, especially in meetings or during project updates. Keeping the purpose visible will help reinforce why you do what you do, even on challenging days.
- Share Stories of Impact: When you or your team accomplish something meaningful, share the story. Whether it’s in a team meeting, a newsletter, or a presentation, celebrating these moments of impact can reinforce your sense of purpose and inspire others.
- Engage in Volunteer or Outreach Opportunities: Many mission-driven organizations offer volunteer or outreach programs. Participate in or help organize these efforts, which are a direct way to connect with the mission outside of your regular duties.
Potential Pitfalls & Solutions
Balance your desire for purpose with realistic expectations and empathy for different perspectives.
- Pitfall: Feeling Isolated When Others Don’t Share Your Passion
Solution: Recognize that different team members are motivated by different values, and that’s okay. Focus on building connections with colleagues who do share your passion, while respecting those who may not prioritize purpose in the same way. - Pitfall: Frustration with Routine Tasks That Feel Detached from Purpose
Solution: Look for ways to connect even routine tasks back to the larger mission. For example, consider how these tasks support the overall mission or contribute indirectly to the company’s impact. - Pitfall: Becoming Discouraged by Bureaucracy or Obstacles to Impact
Solution: Find small wins and incremental changes that align with the mission, even if they don’t solve every issue. Set realistic goals for progress and celebrate these steps toward greater impact. - Pitfall: Risk of Burnout Due to Over-Commitment to the Mission
Solution: Set healthy boundaries to ensure your dedication to purpose doesn’t lead to burnout. Recognize that self-care is crucial to sustaining your commitment to the mission in the long term.
By embracing roles and projects that reinforce purpose and connecting with like-minded colleagues, you can make your work deeply meaningful. These strategies will allow you to contribute in ways that resonate with your values and foster a fulfilling, impactful career.
Low Report
The following results represent the Attributes that you value the least.
The results of the assessment have resulted in a tie between one or more key indicator. When this happens in the High-Low Report, we provide you with the results for all results that tied. For this reason, you see more than three results in the Low Report.
Collaboration
30%
What's this?Where This Fits
Collaboration is an APPROACH value, indicating how individuals prefer to interact and work with others. While some people thrive in highly interactive roles, others find satisfaction in a more independent approach. Recognizing that collaboration is a lower priority can highlight your comfort with solitary tasks and self-directed projects, giving you flexibility to pursue roles where autonomy is key without feeling pressure to engage extensively in group work.
Leveraging Lower Values
Maximizing independence while ensuring meaningful connections
If collaboration is a lower priority, it doesn’t mean you can’t work with others; rather, it reflects your comfort with autonomy and a preference for focusing on tasks without constant input or oversight from a team. This independence can be a significant strength, especially in positions that require self-direction and deep focus, as you’re less likely to feel isolated when working on projects solo. It can also enhance productivity, as you can dedicate yourself to individual tasks without the interruptions or dependencies of regular group collaboration. Recognizing this lower priority allows you to seek roles that align with your strengths and preferences, while ensuring you stay connected with colleagues or mentors for balance.
Strategic Advantages
Balancing independence with selective collaboration for productivity and connection
- Flexible Approaches: Opt for projects where you have ownership over your work and can set your own pace. Choosing roles or tasks that require individual effort will help you thrive while avoiding the need for frequent team-based activities.
- Using This Value as a Support for Higher Values: Lean into your independence to allow time and energy for higher-priority values, such as creativity or flexibility. By minimizing the need for frequent group input, you can focus on what fulfills you most and supports your career growth.
- Opportunities for Quick Wins: Build in small, intentional ways to stay connected with others to prevent isolation. Regularly schedule casual lunches, join a professional interest group, or engage in light-hearted chats with colleagues. These small actions allow for social balance without requiring extensive collaboration.
Location
27%
What's this?Where This Fits
Location is an Environment value, reflecting how much a particular physical or geographic setting matters to your job satisfaction. With Location as a lower priority, you’re adaptable and can thrive in diverse settings, whether urban or rural, near family or far away. This adaptability is a key advantage, allowing you to focus on finding roles that align with your career priorities instead of limiting yourself by geography. Recognizing this also helps you maintain a broad range of opportunities while understanding that location needs may shift as personal circumstances change.
Leveraging Lower Values
Embrace geographic flexibility to expand your career options.
With Location low on your priority list, you’re open to pursuing roles based on factors other than geography, which allows for greater career exploration and potential advancement. This openness lets you focus on roles that fulfill higher priorities, such as Autonomy, Remuneration, or Variety, without needing a specific physical setting to feel satisfied. While this flexibility can be a strong asset, balancing it with occasional consideration of long-term location needs can help build both career and personal stability.
Strategic Advantages
Use geographic flexibility to seek roles that prioritize your most important career goals.
- Flexible Approaches: Consider a wide range of locations when exploring job opportunities. Your openness to location can make remote, travel-based, or international roles more accessible, broadening your career horizons and increasing the chances of finding a role that meets your core values.
- Using This Value as Support for Higher Values: If high values include Autonomy, Remuneration, or Variety, seek roles that emphasize these strengths rather than a specific setting. For example, a position that offers growth and learning in your field may be worth relocating for, even temporarily, if it aligns with your primary goals.
- Opportunities for Quick Wins: Keep an eye on how your location preferences evolve over time. Regularly assess if a particular geographic fit would enhance your career or personal life. This approach allows you to remain adaptable while being mindful of your potential needs for a stable base as your life and career progress.
Clarity Lowest Attribute
23%
What's this?Where This Fits
Clarity is an APPROACH value, reflecting how much individuals seek defined goals, roles, and expectations in their work. Two people can work equally well in the same position, with one thriving on clear guidelines and the other enjoying flexibility. If clarity ranks lower for you, it reveals your comfort with less-defined work environments, which can allow you to excel in roles where flexibility, adaptability, and creative problem-solving are key.
Leveraging Lower Values
Turning tolerance for ambiguity into a strength for flexibility and innovation
When clarity is a low priority, it indicates a high tolerance for ambiguity and an ability to function effectively without strict guidelines. This adaptability can be a significant advantage in dynamic work environments where roles are evolving, and processes are not rigidly defined. Understanding this about yourself allows you to focus on roles where you can bring fresh perspectives to open-ended tasks and approach challenges without needing extensive direction. While some thrive in structured environments, you may find greater satisfaction in situations where you can forge your own path, contribute to innovation, and remain open to change. Keeping this flexibility in mind can also enhance collaboration, as you’re more likely to embrace unexpected ideas or shifts without needing constant recalibration.
Strategic Advantages
Embracing flexibility and adaptability in environments with limited structure
- Flexible Approaches: Seek projects that have room for experimentation and creative problem-solving rather than set routines. Without needing rigid guidance, you can more freely engage in tasks that require initiative, allowing you to bring out strengths in dynamic, fast-changing environments.
- Using This Value as a Support for Higher Values: Leverage your tolerance for ambiguity to prioritize values that matter most to you, such as creativity or teamwork. Since you don’t rely on extensive clarity, you can focus more on interactions, brainstorming sessions, or strategy building—aligning efforts with your primary values rather than predefined tasks.
- Opportunities for Quick Wins: Take advantage of environments with less structure by volunteering for new or unconventional projects where guidelines are being developed. This lets you showcase your comfort with ambiguity and may even allow you to shape roles or processes in ways that align with your strengths.
Mid Report
While neither the most or least important to you, these key indicators can still shed insight into your values in the workplace.
Autonomy
53%
What's this?Where This Fits
Autonomy is an APPROACH value, centered around how you prefer to work. People who value autonomy tend to thrive when they have control over their tasks and the flexibility to achieve outcomes in their own way. This is an essential work value, as it greatly influences job satisfaction, motivation, and a sense of ownership over one's work. Autonomy varies in degrees and forms: some roles are highly autonomous by nature, while others require adjustments and discussions with managers to achieve greater freedom. Fostering autonomy can build motivation and a stronger personal connection to one’s work.
What You’re Seeking
If autonomy ranks high for you, you’re likely to feel most fulfilled when you have control over your work processes and the freedom to decide how to achieve your goals. This often means preferring environments with minimal micromanagement and a clear, outcome-focused measurement of success. High autonomy doesn’t mean you need to work alone; even collaborative roles can allow for self-directed work within a team.
Autonomy also pairs well with values like Purpose (choosing how to contribute to meaningful work), Flexibility(working when and where you work best), and Specialization (taking ownership of your expertise). In practice, seeking autonomy might mean creating processes to minimize frequent check-ins or suggesting productivity measures that emphasize results over rigid procedures.
Crafting Your Position
Increase your autonomy by building trust and showing reliable outcomes.
- Clarify Expectations with Your Manager: In a 1:1 meeting, discuss how to best meet and measure success on your projects. Aim to establish check-in intervals that allow you the space to work independently between reviews.
- Propose Flexible Work Routines: Request flexibility in your work schedule or processes if they’re conducive to better outcomes, explaining how this would boost productivity and job satisfaction.
- Document Your Work Processes: Build trust by documenting your approach and outcomes. This can show your managers that you’re organized and reliable, potentially leading to more freedom in task management.
- Be Proactive with Updates: Anticipate questions by regularly updating relevant parties on your progress, without waiting for check-ins. This establishes you as responsible and capable of handling your projects autonomously.
- Seek Project Ownership: Identify areas where you could take full responsibility, such as managing smaller projects or becoming the go-to expert in a specific area, showing that autonomy boosts your effectiveness.
- Negotiate Autonomy in Future Projects: Use successful projects as evidence in future discussions with managers about maintaining or increasing your autonomy on new assignments.
Potential Pitfalls & Solutions
Balance autonomy with collaboration and communication.
- Pitfall: Misalignment with Team Goals
Solution: Regularly sync with team members to ensure your work aligns with shared goals. While autonomy is important, it’s also essential to stay on track with the broader team direction and deadlines. - Pitfall: Isolation from Important Feedback
Solution: Schedule periodic feedback sessions with your manager and peers to avoid missing valuable insights. Autonomy can sometimes mean fewer direct check-ins, so proactively seek out feedback to stay aligned and improve. - Pitfall: Misinterpretation of Flexibility Requests
Solution: Frame your requests for autonomy in terms of performance outcomes. Rather than framing it as a need for freedom, emphasize how flexibility will help you achieve better, measurable results. - Pitfall: Misperception of Non-Engagement
Solution: Avoid being seen as disengaged by participating in regular team activities and social moments, even if autonomy is more your preference. Joining team meetings or group activities as needed helps show you’re committed to the team’s success, even if you prefer working independently.
By advocating for yourself, balancing team interactions, and demonstrating the value autonomy brings to your work, you can craft a role that gives you the freedom and control you seek.
Status
50%
What's this?Where This Fits
Status is an OUTCOME value, reflecting a desire for respect, recognition, and a visible place within an organization. For those who value status, satisfaction at work is closely tied to receiving "earned respect" from colleagues, managers, and the organization as a whole. Unlike financial reward or authority, status centers on how others view your contributions, skills, and expertise. Feeling valued and respected for what you bring to the table can boost motivation, confidence, and a sense of achievement. Status also contributes to career growth, as respected team members are often trusted with greater responsibilities and advancement opportunities.
What You’re Seeking
If status is a top value for you, you’re looking for roles where contributions are recognized and individual expertise is valued. You may find fulfillment in environments that promote visibility for accomplishments, allow you to serve as an expert or advisor, and provide opportunities for advancement based on performance. Roles with clear criteria for recognition and promotion will align well with your values, helping you feel validated and appreciated for your work. Additionally, workplaces with a culture of acknowledgment—where contributions are highlighted and credit is given where it’s due—will be particularly satisfying.
Status pairs well with values like Specialization (becoming an expert in a specific area), Leadership (guiding others and being seen as an authority), and Purpose (receiving respect for contributing to a meaningful cause). Together, these values foster a work environment where recognition is earned, contributions are respected, and career growth feels attainable and rewarding.
Crafting Your Position
Cultivate earned respect by building credibility and making meaningful contributions.
- Position Yourself as an Expert: Identify a skill or area of knowledge in your role that others rely on, and make it your specialty. By building expertise, you’ll earn trust and become a go-to person on your team, which naturally builds respect and status.
- Communicate Your Achievements: Keep your manager updated on your progress and contributions. When you achieve something noteworthy, share it as part of a project update or in a way that connects your work to team or company goals.
- Help Others and Offer Support: Proactively assist colleagues with your expertise when possible. By being seen as a reliable, helpful team member, you build goodwill and respect without needing to self-promote.
- Seek High-Impact Assignments: Look for projects where your efforts will be highly visible or where your contributions can make a noticeable difference. High-stakes projects are often the ones that gain attention from leadership, offering you a platform to stand out.
- Request Formal Feedback: Ask for regular performance feedback from your manager, emphasizing your interest in growth and improvement. Constructive feedback not only guides your development but also reinforces that you are a valued contributor.
- Volunteer for Public Presentations or Reports: Whenever possible, take the lead in presenting results or sharing updates in team meetings or company-wide settings. Public visibility for your work helps you establish credibility and recognition across the organization.
Potential Pitfalls & Solutions
Balance your desire for recognition with collaboration and a focus on team goals.
- Pitfall: Risk of Feeling Undervalued When Recognition Is Lacking
Solution: If formal recognition is limited, create your own system to track and celebrate your progress. Document your achievements for performance reviews and find ways to feel personally satisfied with your contributions, regardless of external praise. - Pitfall: Potential for Over-Competitiveness
Solution: While it’s natural to want to stand out, remember that respect is also earned by supporting your team’s success. Show that you value collaboration by recognizing others’ contributions, which can foster mutual respect and help build your status. - Pitfall: Difficulty Navigating a Workplace Culture That Devalues Individual Contributions
Solution: Seek out allies and mentors who recognize the importance of individual contributions. Even if the organization doesn’t emphasize individual recognition, finding a few supportive colleagues can help validate your efforts. - Pitfall: Frustration with Unfair Credit-Sharing Practices
Solution: If credit-sharing issues arise, maintain a record of your contributions to share during reviews or one-on-ones with your manager. Politely and professionally correct misattributions when necessary, reinforcing your commitment to transparency and fairness.
By building credibility, supporting others, and focusing on high-impact contributions, you can cultivate a respected position within your team and organization. These strategies will help you achieve the recognition and respect that align with your values, creating a fulfilling work experience based on earned respect.
Remuneration
47%
What's this?Where This Fits
Remuneration is an OUTCOME value, focusing on compensation, rewards, and financial security. For those who value remuneration, fair and competitive pay is central to feeling respected and satisfied at work. A good compensation package provides not only financial security but also serves as recognition for one’s contributions, reinforcing a sense of value and accomplishment. Transparency and fairness in compensation are particularly important, as they ensure that your efforts are accurately reflected in your pay and provide a clear path for financial growth.
What You’re Seeking
If remuneration is among your top values, you’re looking for roles that provide competitive pay, clear compensation structures, and opportunities for performance-based increases, such as bonuses, raises, or commissions. You’ll thrive in environments where financial rewards align with the level of effort and impact you bring to the organization. A role with transparent compensation policies and clear pathways for earning growth is likely to provide you with greater motivation and job satisfaction.
Remuneration pairs well with values like Leadership (having a voice in compensation discussions or pay policies), Purpose (aligning compensation with meaningful work), and Predictability (clear structures for raises and bonuses). Together, these values help create a secure, equitable, and rewarding work environment where your contributions feel valued.
Crafting Your Position
Optimize your earning potential by clearly communicating your value and negotiating effectively.
- Negotiate Based on Value, Not Just Tenure: Highlight the specific contributions and value you bring to the organization during salary reviews. Document your achievements and impact to build a strong case for performance-based raises or bonuses.
- Seek Clear Compensation Pathways: During goal-setting sessions, discuss the company’s compensation review schedule and how performance is evaluated for raises or promotions. Knowing the timing and criteria gives you a roadmap for financial growth.
- Consider Commission or Bonus Opportunities: If your role allows, explore commission structures, performance-based bonuses, or profit-sharing options. These additional earning opportunities can provide significant rewards for high performance.
- Stay Informed on Industry Pay Standards: Research market rates for your position and experience level. Knowing what’s typical in your industry strengthens your case in salary discussions and ensures your pay aligns with industry standards.
- Align with Transparent Organizations: Look for employers that are open about their pay structure, benefits, and growth opportunities. Transparent organizations are often more proactive in ensuring fair pay and minimizing pay-related frustrations.
- Build Skills that Command Higher Pay: Identify in-demand skills in your industry and focus on continuous learning and development in those areas. Specialized skills can make you more competitive and increase your leverage in salary negotiations.
Potential Pitfalls & Solutions
Balance a focus on remuneration with realistic expectations and open communication.
- Pitfall: Frustration Over Pay Inequities
Solution: Approach pay discrepancies constructively by discussing your contributions and requesting clear guidelines on how to reach higher pay levels. Addressing compensation proactively rather than reactively can help mitigate frustration. - Pitfall: Risk of Prioritizing Pay Over Job Satisfaction
Solution: While pay is important, ensure other factors such as work environment, growth opportunities, and job satisfaction are also considered in job choices. A high-paying role with poor job satisfaction can impact your overall well-being. - Pitfall: Lack of Pay Transparency
Solution: Seek organizations with open pay policies and discuss compensation upfront during interviews. If transparency is limited, ask clarifying questions to understand the pay range, growth potential, and criteria for raises. - Pitfall: Difficulty Advocating for Pay in a Sensitive Manner
Solution: Frame compensation discussions in terms of your value to the company rather than personal needs. Prepare specific examples of your impact and contributions, and emphasize how fair compensation aligns with continued high performance.
By focusing on roles that provide fair pay, clear compensation growth paths, and recognizing your contributions, you’ll find positions where your financial goals are supported. These approaches will help you create a rewarding, satisfying work experience that aligns with both your career and lifestyle goals.
Leadership
37%
What's this?Where This Fits
Leadership is an Environment value, tied to the influence, guidance, and support received or provided at work. If Leadership is a lower priority for you, it means that you’re comfortable working without intensive supervision or mentorship, which can allow you to thrive even when guidance is minimal. This can be a unique advantage, as it frees you to pursue roles where independent work is the norm, while giving you flexibility in adapting to different managerial styles. Understanding this helps you maintain independence without needing to rely on leadership quality as a primary factor in role selection.
Leveraging Lower Values
Use your self-motivation and adaptability to succeed in a variety of work environments.
With Leadership as a lower priority, you’re self-driven and don’t need significant oversight or inspiration from your supervisors. This flexibility allows you to stay productive even when leadership support is minimal, which can be advantageous in lean organizations or roles requiring independence. If values like Autonomy, Predictability, or Remuneration rank high, this independence allows you to emphasize tasks and goals that matter most to you without depending on leadership support. Your comfort with self-direction also positions you well to offer the stability and structure others may need when you find yourself in leadership roles.
Strategic Advantages
Thrive through independence and support others with structured guidance if in a supervisory role.
- Flexible Approaches: Pursue roles that value autonomy, where you can work with minimal supervision. Organizations that rely on self-starters or offer flexible management styles may be a great fit, as you can stay productive without needing regular input.
- Using This Value as Support for Higher Values: If Autonomy or Remuneration ranks high, focus on roles that reward independent work or results-oriented performance. This lets you invest in your primary values without needing a strong leadership presence to keep you engaged or motivated.
Opportunities for Quick Wins: Prepare yourself for future leadership responsibilities by observing effective leaders around you. This can help you build a toolkit of strategies to support others when needed. As you advance, remember to offer the guidance others may need, even if you don’t rely on it yourself.
Specialization
33%
What's this?Where This Fits
Specialization is an APPROACH value that reflects how much an individual values focusing deeply on one particular skill or area. People who score lower in specialization often prefer roles with diverse tasks and responsibilities, which allow them to adapt and connect various areas of expertise. Recognizing specialization as a lower priority suggests a comfort and aptitude for roles that reward breadth of knowledge rather than niche expertise, opening up a wide range of flexible and integrative career paths.
Leveraging Lower Values
Harnessing versatility to support diverse roles and organizational success
With specialization as a lower priority, you’re likely drawn to being a generalist—someone who excels at connecting dots across various fields and helping teams function smoothly as a cohesive unit. Generalists often play a unique role by supporting teams with a broad understanding, strong interpersonal skills, and the ability to adapt quickly to new challenges. Rather than focusing on deep expertise in a single skill, you thrive by organizing team efforts, smoothing interpersonal dynamics, and seeing how different components fit together for the big picture. This ability to bridge specialties makes you invaluable in roles where flexibility, problem-solving, and people management are critical. Recognizing this about yourself allows you to seek roles that reward broad perspectives and coordination, ensuring you can both excel and feel satisfied in your work.
Strategic Advantages
Maximizing generalist strengths while showcasing team and project outcomes
- Flexible Approaches: Embrace roles with a variety of tasks or responsibilities, where you can apply your strengths in adaptability and organization. Positions that involve coordinating across multiple functions or departments can help you bring out your best without the need for niche skills.
- Using This Value as a Support for Higher Values: By not focusing on narrow expertise, you can prioritize higher values like collaboration or creativity, engaging in diverse activities that bring energy and variety to your work. Your ability to work broadly can support those around you in specialized roles, helping everyone work more effectively together.
- Opportunities for Quick Wins: When crafting your resume or discussing accomplishments, focus on measurable outcomes that demonstrate your impact as a generalist. Emphasize how you improved team productivity, reduced turnover, or facilitated successful cross-departmental projects to showcase the value you bring as an integrative leader and contributor.
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