The tool creates a framework for individual reflection, and follow on conversation, around 5 key themes: Certainty, Autonomy, Meaning, Progress and Social Inclusion.

Begin by inviting a team member to rate each element below on a scale of 1 (low) to 10 (high).

Once you've got your scores, spend some discussing what you might do to increase each by 1 point.

Drawing on work at LifeLabs, below you'll find some tips for things you could try, particularly helpful for managers and in coaching conversations.

For C — Certainty

• Acknowledge shared feelings of uncertainty.
• Keep one-on-ones and team meetings consistent.
• Create individual and team rituals.
• Communicate on a predictable cadence.
• Focus on what is in your scope of control.

For A — Autonomy

• Providing employees with a choice of responsibilities
• Asking if more guidance is needed
• Inviting people to co-create solutions
• Offering work schedule options, if possible
• Clarifying what each person is the “CEO” of

For M — Meaning

• Link work to the team or company mission.
• Share feedback from customers/users.
• Craft tasks to align with personal values.
• Create a team gratitude norm.
• Call out people’s contributions.

For P — Progress

• Acknowledge grief of lost hopes of plans.
• Reset a small number of top priorities.
• Focus on results vs. hours worked.
• Shorten milestones to celebrate small wins.

For S — Social Inclusion

• Ask about feelings and individual needs.
• Check in just to say hi!
• Encourage cameras on (don’t mandate it).
• Welcome kids, pets, and co-habitators.
• Create social collisions (e.g., chat roulette, stand-ups, games, photo shares, etc.)

Sources: LifeLabs Learning, Drive — by Daniel Pink