Alberto Venturini | Il valore delle risorse umane

Home
Services
Learning Lab
Testimonials
Case Studies
Partner
Contact

Book a callContact

Let’s start talking.

Compila il modulo e ti ricontatterò entro 24 ore.

Name Email Message

Message sent!

Ti ricontatterò entro 24 ore.

OrPrenota una call gratuita di 30 min →

Direct contact

info@albertoventurini.it +39 347 197 7807

Free Assessment | Team & Organisation

Find out the real motivation level of your team.

12 questions. 3 minutes. A personalised analysis of your employees’ engagement level | with concrete guidance on where and how to act.

5 minutesTime to complete the test

FreeNo cost, no registration

Personalised diagnosisCustomised analysis

100% free · no registration · instant results

What you will discover

Not a generic ‘engagement score’, but a concrete diagnosis with actionable guidance.

Real engagement level

An objective measurement across 5 key dimensions: role, relationships, recognition, growth, context. Not perceptions: data.

Root causes of demotivation

Identification of the 2–3 areas dragging down engagement in your specific team. Where to act first.

Priority actions for the next 30 days

An immediate action plan: what to do, in which order, with which resources. Not theory: practical steps.

How it works

Answer 12 questions

Quick questions on your team context, organisational structure and engagement signals you observe. No right or wrong answers.

Receive your analysis

HR maturity score for motivation + identification of critical areas + priority recommendations. Personalised result for your context.

Book a free call

If you want to explore the results or understand how to act, book a free 30-minute call with Alberto Venturini to turn the diagnosis into an action plan.

“I completed the questionnaire in 3 minutes and received an analysis that made me understand exactly why two of my best people had left. I didn’t expect that. I then worked with Alberto for 6 months and we halved the turnover rate.”

Operations Manager | Manufacturing SME, Florence

Find out what’s holding
your team back. Today.

Free, anonymous, instant. No obligation. Just clarity on where to act to have a more motivated and productive team.

100% free · 5 minutes · no registration

Team Motivation Assessment

Answer 12 questions and find out the real engagement level of your team

1 / 12

Question 01 | Role clarity

Do your employees know exactly what is expected of them in their role?

Yes: every role has clear duties, defined priorities and documented, shared expectations Partly: main expectations are clear, but there are grey areas and recurring ambiguities Rarely: role boundaries change often and people don’t know what to focus on No: roles are vague, people do whatever is needed with no clear responsibility boundaries

Question 02 | Skills utilisation

Are your employees’ skills and talents leveraged in their current role?

Yes: people are in the right role and use daily the skills that make them excel Partly: most are in the right role, but some are under-utilised or poorly placed Rarely: many do work not aligned with their actual skills, with evident frustration No: people are placed where needed, not where they excel | no systematic development

Question 03 | Team climate

How would you describe the relational climate within your team?

Very positive: spontaneous collaboration, mutual respect, people actively support each other Good: occasional tension but the general atmosphere is collaborative and functional Tense: recurring conflicts, difficult communication, the climate weighs on performance Negative: silos, lack of trust, destructive internal competition | people work in isolation

Question 04 | Relationship with management

Do managers actively listen to their team members and take their views on board?

Yes: structured listening moments, accessible managers open to dialogue Often: some managers listen well, others less so | depends on the individual Rarely: mainly top-down communication, team members’ views are rarely considered Never: decisions are made from the top without involving those on the ground

Question 05 | Recognition of results

Are employees’ contributions and results adequately recognised?

Yes: formal and informal recognition, timely and specific | people feel valued Sometimes: good results are noticed, but recognition is sporadic and unsystematic Rarely: exceptional results often go unnoticed, people don’t feel valued No: only noticed when things go wrong, never when they go right | recognition absent

Question 06 | Pay equity

Is the pay and rewards system perceived as fair by your employees?

Yes: transparent criteria, pay reflecting real value, perceived as fair Fairly: the system is reasonable, with occasional perceptions of unfairness in specific situations Rarely: frequent perceptions of disparity and favouritism | a source of widespread discontent No: opaque system perceived as unfair | one of the main causes of demotivation

Question 07 | Feedback quality

How often and how well do managers give constructive feedback to their team?

Regularly: structured, specific, growth-oriented feedback | people know where to improve Sometimes: feedback exists but is irregular and not always useful for guiding development Only when problems arise: reactive, never proactive | only addressed when something goes wrong Never: absent or random, people don’t know how they’re doing or how to improve

Question 08 | Growth opportunities

Do employees have concrete professional development opportunities within the company?

Yes: structured development paths, training budget and real advancement opportunities Partly: some opportunity exists but is unsystematic, depends on individual initiative Rarely: limited opportunities, many feel they’ve hit a dead end No: no development paths exist, those who want to grow must do so outside the company

Question 09 | Career path

Do employees know what they need to do to grow and advance their career in your company?

Yes: transparent career paths, clear documented criteria, shared expectations Partly: generic criteria exist but with grey areas and unpredictable promotions Rarely: promotions arrive unexpectedly with no clear criteria | people don’t understand how to grow No: no formal path exists, everything is discretionary and unpredictable

Question 10 | Training investment

How much does your company invest in training and skills development?

A lot: dedicated budget, individual training plans and training as a strategic retention tool Enough: periodic training, even if not always structured or personalised Little: only legally required training, no individual development plans None: training is seen as a cost | those who want to grow do so on their own time and expense

Question 11 | Autonomy and trust

Do employees have enough autonomy and accountability in decisions within their area?

Yes: clear delegation, real trust | they decide within their scope without constant approval Partly: autonomy present but with some restrictions that sometimes slow down operations Little: excessive control, almost everything requires approval | people feel distrusted No: widespread micromanagement, no real delegation | everything goes through the top, creating passivity

Question 12 | Culture and company values

Are the company values and culture clear, authentic and genuinely lived by employees?

Yes: strong, consistent culture, values guide decisions and people identify with them Partly: values exist but are not always lived daily in a consistent way Little: values exist on paper but don’t guide real decisions in practice No: no defined culture, or declared values are contradicted by management behaviour

0 points out of 48

Role & skills

Relationships & mgmt

Recognition

Growth & training

Autonomy & culture

Ready to turn this diagnosis into a concrete action plan?

A free 30-minute session with Alberto Venturini to analyse your team’s results and define the intervention priorities.

Prenota la call gratuita →

Privacy & Cookie

chiedi in diretta
rispondo personalmente