MAP is like a GPS for happiness and wellbeing. It leads to improved health, productivity, performance and loyalty.

A number of programs are available around the world to help improve happiness and wellbeing in the workplace.

What makes MAP unique is its:

  • Understanding of the importance of happiness and wellbeing in your personal life and how it influences your work life.
  • Mechanisms identified in the scientific research as drivers of more happiness.
  • Easy set up and use for managers and team leaders, including 10-minute questionnaires, online dashboard and real-time results.
  • Algorithmic analysis of the answers to the above questionnaires, which produces Wellbeing Reports that help both managers and employees to:

    • Know where you and your workplace are at with current wellbeing
    • Develop a clear vision of what better wellbeing means for you and your workplace
    • Discover directions on how to feel happier and better about your personal and work life
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Personal and workplace wellbeing interact and influence each other in a two-way flow


MAP understands that each person working in a team, organization or company experiences both:

1) Personal wellbeing and

2) Workplace wellbeing

However, both types of wellbeing don't exist in isolation from each other.

Personal and workplace wellbeing interact and influence each other in a two-way flow.

The key feature of this two-way flow is the importance of personal wellbeing.

A person may be regarded as like a building, where personal wellbeing is the foundation.

Workplace wellbeing is constructed on top of this foundation.

A strong foundation of personal wellbeing enables workplace wellbeing to be strong.

This isn't just a matter of factors such as work-life balance (as important as this is) - it's more fundamental.

crane building

For example:

  • When you have higher levels of personal wellbeing, you're better able to interact with people at work in positive ways.

  • When you have a vision in your life that is aligned with the vision of your workplace, you experience more happiness and better wellbeing.

  • When you are generous and supportive of people in both your personal and work life, your interactions contribute to higher wellbeing levels.

Find out more about Happiness and Wellbeing and the benefits in Business and Science.

MAP divides the many individual factors of your life into key areas called "spheres"

Personal and Workplace Wellbeing

MAP understands wellbeing through a unique set of lenses:


Your personal wellbeing - which includes your happiness - is made up of many individual factors in your life.

MAP divides these factors into key areas called “spheres”. Each of us has 5 personal wellbeing spheres called: relationship, family, self, work, community.

Your wellbeing at work is made up of 5 spheres called: culture, product, team, operations, market

Balanced and Centered

MAP represents the 5 spheres as overlapping like this:

  • Each sphere has its own wellbeing. Many factors contribute to an individual sphere. Each factor may have a different amount of importance that MAP takes into account.

    Better wellbeing in an individual sphere, makes that sphere more centered compared to your ideal, perfect state.

  • Each sphere is also connected to and influences every other sphere.

    Better wellbeing in an individual sphere, makes wellbeing better in all the other spheres.

  • The balance between all the 5 spheres shows how centered total wellbeing is.

Personal Mandala

Importance of being centered

Centered wellbeing may be thought of like body temperature.

Factors - such as blood flow to your skin and cells that produce body heat - connect together to maintain your temperature at around 37° C / 98.6° F.

So when it's cold outside, for example, your skin will adapt by receiving less blood flow, which makes body heat less able to escape. This action shifts the balance to keep heat inside the body and maintain your temperature.

It's the same with happiness and wellbeing. As a result:

  • When you have a strong and meaningful vision for your personal life, for example, your self sphere is helping you to be centered and feel happier.

  • When the culture of your workplace has a shared vision between the individuals, it makes the group more cohesive and connected, and actively encourages the individuals to make optimal performance a priority.

Find out more about Happiness and Wellbeing.

Work Mandala

When a person answers the MAP questions and receives their Wellbeing Reports, there's an immediate and profound impact


More happiness and better wellbeing starts with the first question asked in the MAP questionnaires about personal wellbeing:

1. Do you feel satisfied with who you are?

Always - Mostly - Regularly - Occasionally - Rarely - Never

and about workplace wellbeing:

  1. Does your workplace have a clear set of aspirations of what it would like to achieve?

    For example: the type of services that it would like to deliver, the degree of quality that it would like to adhere to, and the kind of impact that it would like to make on the community.

    Yes - No


These questions may seem no more than just any old employee survey questions.

But dig deeper, something more fundamental is happening.

The scientific research has identified 4 key mechanisms at work with MAP:

1) Contagion effect

Put simply, this means that what each individual does about happiness and wellbeing in a workplace, influences others.

For instance, studies show that a supervisor's mood over a long period of time influences the team members - not just their mood, but also other outcomes like absenteeism and performance.

But the effect goes much further. For example, when one employee observes a colleague expressing gratitude to another employee, research shows that the observing employee is more likely to express gratitude to others in the workplace at a later time.

2) Mindfulness

This is a state of mind where each person notices and discovers new things. It makes you feel involved and engaged in life.

Rather than focussing on the past or future, the individual feels more aware of the present. MAP helps individuals to adopt greater levels of mindfulness.

3) Positive Goals

MAP helps each person to choose and set their own positive goals that they deeply care about and are consistent with their personal values and feel authentic.

When you have positive goals, it focuses your mind on expectations of what you want to happen, not what you're avoiding. This helps the individual to feel empowered and have more control over life.

4) Positive Emotions

Positive emotions - such as confidence, efficacy, hope, optimism, resilience, vision, meaning and purpose - lead to an upward spiral that broadens your thought, decision and action choices.

Negative emotions narrow your life experience to coping with immediate threats or problems. Positive emotions, in contrast, are usually not critical to your safety or survival.

But as they build up, they become more important in your life. For example, idle curiosity can become expert knowledge. Shared amusement with another person can become a lifelong supportive relationship.

So when each person answers the MAP questions and receives their Wellbeing Reports, there's an immediate and profound impact because:

  • You are guided to think about happiness factors in relation to yourself and your workplace
  • These thoughts trigger positive emotions about your work
  • These positive emotions lead to positive decisions and actions related to workplace happiness and wellbeing

Your team, organization or company can deploy MAP at its own pace, rather than from the outset, which allows for organic uptake

Easy Set Up and Use

MAP Workplace is quick and easy to set up - and provides instant, real-time results. Here are the steps followed by new users.


1) Invite individuals

The manager or team leader enters the email address of each person in the workplace who will be participating. MAP facilitates the rest.

2) Two questionnaires

Each participant receives two questionnaires, one each for;

  • Personal wellbeing

  • Workplace wellbeing

Each questionnaire takes 10 minutes to complete.

The answers each person provides are only available to that person.

To further ensure privacy and confidentiality, they're also encrypted, aggregated and kept in cloud storage.

3) Wellbeing Reports

Immediately after completing each questionnaire, the individual is taken to a private dashboard online to receive his or her own Wellbeing Reports.

One report is for personal wellbeing and a second report for workplace wellbeing. Both reports help with:

  • understanding where each person is at with their current wellbeing

  • developing a clear vision of what better wellbeing means for each person

  • directions on how to feel happier and better about your personal and work life

4) Anywhere, anytime access

Each person's private dashboard online enables individuals to follow their own progress, and stay on track with wellbeing.

For the Manager or Team Leader (only)

5) Wellbeing Reports

At the same time as individuals receive their own Wellbeing Reports, the manager or team leader receives two Wellbeing Reports about the team, organization or company, as a whole entity.

Each report is made up of the sum total of all the individuals participating.

One report is for personal wellbeing and the second report for workplace wellbeing.

Meta Score

The reports help the manager or team leader to:

  • Have a better understanding of where current happiness and wellbeing is at for the workplace as whole entity.

    For more detail on how the report is produced, read about the Algorithmic Analysis.

  • Develop a clear vision of what more happiness and better wellbeing means for the team, organisation or company

  • Apply directions - including advice and activities - on how to achieve more happiness and better wellbeing. The reports are accessible whenever you want, wherever you are on a private dashboard online.

This enables you to follow progress of your workplace and ensure it stays on track with wellbeing

Two key features for the manager or team leader are:


Workplaces are hierarchical. How a member of your team, for example, sees the team and feels inside it will depend on where they fit in the hierarchy. In addition, how empowered a member of your team feels can be influenced by their role and responsibilities they have.

The effect on wellbeing can be hugely significant. The Whitehall Study, which has been investigating more than 10,000 UK civil servants aged 35-55 years old since 1985, found that social status is a major cause of ill-health such as heart disease.

However, the issue was not one of income or lifestyle, but the psychological experience of inequality - how much control you have and the opportunities you have for social participation - that profoundly affects health. Read more about the study in Business and Science.

MAP uses Quadrants to identify and highlight hierarchy of your team or organization, without compromising the individual's privacy or the accuracy of the data.

MAP presets 4 quadrants: sales, middle management, upper management and stakeholder. You can change these names at any time.

Connector - Connect Accounts You can connect separate MAP Workplace accounts in your workplace to help it get a broader view and deeper insight into its wellbeing.

Connected Accounts provide the functionality required to manage the expansion of the experience across the entire workplace. The accounts stay aggregated no matter how broad the view becomes.

It means that your team, organization or company can deploy MAP at its own pace, rather than from the outset, which allows for organic uptake.

MAP uses unique mathematical equations to measure balance, centeredness and wellbeing in each sphere, the whole person and entire workplace.

Algorithmic Analysis

MAP is sophisticated.

It takes into account that personal and workplace wellbeing are complex. But then makes it straightforward and easy to understand and put in practice improvements - and it responds to the specific needs for personal wellbeing and wellbeing in your workplace.

The key driver of MAP is the algorithmic analysis of the two questionnaires: one each for personal wellbeing and workplace wellbeing.

It makes calculations based on different happiness and wellbeing factors. Each question/answer can have a different weight, making it more or less important.

MAP then utilizes unique mathematical equations to measure how much balance, centeredness and wellbeing there is for each sphere and the whole person or entity.

When the calculations are completed, the algorithmic analysis produces Wellbeing Reports - one report for personal wellbeing and a second report for workplace wellbeing - for:

1) Each person; as an individual

2) The workplace; as a whole entity (accessible to managers and team leaders only)

The Wellbeing Reports include:

  • Current wellbeing; measured and presented by MAP as;

    • Score of how centered each Sphere is (0 - 100 %)

    • Score of how centered this person is for all 5 Spheres (0 - 100 %)

    • Insights, providing a description of workplace happiness and wellbeing in words

  • Destination; Based on the above Scores, MAP provides:

    • More Insights - that stimulate and provide thoughts, decisions and actions on what improved happiness and wellbeing looks like.

    • Activities - that are helpful, practical tips on how to improve happiness and wellbeing.

Admin Interface

The algorithmic analysis keeps working to help the individual and workplace, as an entity, to stay on track.

On the dashboard - anytime, anywhere - each person can:

  • Assess current wellbeing and produce a new Wellbeing Report.

  • Refresh thoughts and actions by reading the insights and activities.

To ensure privacy and confidentiality, all information - answers, responses and calculations - is encrypted, aggregated and kept in cloud storage.