Noticed a connection between how you feel at work and how you are at home?

Wellbeing is experienced every second. Whether it's good or bad, it's always there.
Zoom in to understand wellbeing in specific areas of your life - like at work.

one to many connection

Two-way flow

Each person working in a team, organization or company experiences both:

  1. Personal wellbeing and
  2. Workplace wellbeing

However, they don't exist in isolation from each other.

What happens in your personal life and your life at work, interact and influence each other in a two-way flow.

Importance of personal wellbeing

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

If wellbeing is like a building, personal wellbeing is the foundation - and workplace wellbeing is built on top of this foundation.

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

  • When you're happier with your personal life, you're better able to contribute in a positive manner at work.
  • When you have clear and defined values in your personal life that are the same as the values of your workplace, you experience better wellbeing.
  • When you treat other people with care and kindness in both your personal and work life, you all experience higher wellbeing levels.

The individual and the workplace

In the same way as each individual person has their own personal and workplace wellbeing - each team, organization, or company, as a whole entity, has its own aggregated personal and workplace wellbeing.

The wellbeing of a workplace, as a whole entity, is made up of the sum total wellbeing of all the people working there.

MAP helps your people to zoom in on their wellbeing, measure it, understand its causes, and develop the know-how to be happier.

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We need an approach that recognizes that staff are individuals whose working lives are inextricably intertwined with their personal lives.

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Causes of Happiness and Wellbeing

Scientists have found that happiness and wellbeing are determined by a combination of:

Genes + Non-genetic factors

Genes are responsible for an estimated 40% of your wellbeing. They determine, for example, the tendency for your personality to express happiness.

one to many connection

Non-genetic factors that determine happiness and wellbeing levels can be improved and lead to positive outcomes.

For example:

  • Increased autonomy, variety, and growth at work can lead to more initiative.
  • Greater vision, purpose and meaning in your personal life improves productivity at work.
  • Increased support and openness to new ideas increases creativity
  • More positive mood and optimism about life is associated with better health

MAP is a unique and scientifically validated wellbeing assessment tool for teams and organizations because it can improve your team’s wellbeing by assessing, measuring, tracking and influencing many different non-genetic factors.

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The science shows that better wellbeing in a workplace improves the likelihood of work-related positive outcomes

Balanced and Centered

Better wellbeing in a workplace is not a guarantee of success for a team, organization or company.

Outside circumstances like a loss of funding, covid-19, or an economic recession are clearly crucial factors.

Yet the science shows that - all other things being equal - better wellbeing in a workplace improves the likelihood of work-related positive outcomes.

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At the same time, happiness and wellbeing are not based on being cheerful, joyous, and content all the time.

They're about experiencing a wide range of emotions and experiences, dealing with both the good and the bad.

At MAP we see that the easiest and most effective way to be happy is to create balance and be centered in your life as an individual and in the workplace, as a whole entity.

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“People have grown no happier in the last fifty years, even as average incomes have more than doubled. What is going on?”

Richard Layard, London School of Economics

Happiness and Wellbeing

In the modern era both economists and psychologists have shown the way on the importance of happiness and wellbeing.


GDP (Gross Domestic Product) was developed in the 1930s to measure economic production. But for decades it was incorrectly used - under the title 'living standards - to indicate wellbeing', when clearly GDP is just an objective wellbeing measure.

Twenty years ago, economists, then governments, recognized the need to improve their understanding of happiness and wellbeing.

As Professor Richard Layard, Director of the Wellbeing Programme at the London School of Economics, asked in his 2006 book Happiness - Lessons from a New Science

“There is a paradox at the heart of our societies become richer, they do not become happier. All the evidence shows that on average people have grown no happier in the last fifty years, even as average incomes have more than doubled. What is going on?”


For psychologists the importance of happiness and wellbeing was kick started in the late 1990s with the development of positive psychology.

It was led by pioneers such as Martin Seligman, Professor of Psychology at the University of Pennsylvania, who said:

“For the last half century psychology has been consumed with a single topic only - mental illness”

Psychologists were urged to continue the earlier missions of psychology of nurturing talent and improving normal life.

As another pioneer, Ed Diener, Professor of Psychology at the University of Illinois, wrote in the 2011 book Happiness: Unlocking the mysteries of psychological wealth:

“Psychological wealth includes... satisfaction, the feeling that life is full of meaning, a sense of engagement in interesting activities, the pursuit of important goals, the experience of positive emotional feelings and a sense of spirituality that connects people to things larger than themselves.”

Leading contributors

Happiness and wellbeing is not a fringe, alternative movement.

Leading contributors to research and implementation currently include:

  • Organisation for Economic Co-operation and Development (OECD) - Better Life Index
  • United Nations - Human Development Index
  • Gallup-Healthways, USA - Global Well-Being Index
  • UK Government - Office for National Statistics - National Well-Being
  • USA - States of Maryland and Vermont - Genuine Progress Indicator
  • Australian Bureau of Statistics - Measures of Australia's Progress - Society
  • Deakin University, Melbourne, Australia - Australian Unity Personal Wellbeing Index
  • University of Waterloo, Ontario, Canada - Canadian Index of Wellbeing

MAP understands the mechanisms that drive happiness and wellbeing in your personal life and how it influences your work life

Why is MAP a Unique Assessment

Happiness and wellbeing are such rapidly growing fields, there are now at least 60 subjective wellbeing measuring tools alone used in research.

Many strategies and courses are also available to help improve happiness. Many of them focus on positive psychology, which magnifies the positive aspects of the human experience that make a life worth living, increase mental health, life-satisfaction, resilience and focuses on wellbeing at both the individual and social level.

MAP is a unique tool because it:

  • Measures your team’s current happiness and psychological wellbeing, using a scientifically validated analysis.
  • Offers insights to help a workplace measure personal happiness and:
    • Identifies what improved personal happiness and wellbeing means for the team
    • Provides tips to feel happier and increase wellbeing, tailored to each team member
    • Assesses progress online, in realtime, so the team can measure happiness and stay on track
  • Helps the team to feel happier and positive because MAP uses a scientifically validated assessment that makes the survey-experience insightful, accurate, and quick because of
    • Personal happiness and well-being questionnaire
    • Workplace wellbeing questionnaire
    • Deep research-based mental health analysis and insights that drive MAP’s science and technology
    • Insightful Algorithmic measurement and assessment of psychological wellbeing
  • Understands the mechanisms that foster optimal well-being across the core domains of life and a workplace
  • Easy to set up and simple to use, including 5 minute questionnaire, secure online dashboard and real-time results.

MAP starts with a scientifically validated measurement of current wellbeing for:

  • Each member of your team and
  • The team, organization or company, as a whole entity

Then it offers each team member and the team’s leader scientifically validated assessments, insights and tools to improve happiness and wellbeing through:

  • Helping the team to develop a clear vision of what wellbeing means
  • Personalized directions on how to reach improve wellbeing on an individual and team level
  • Realtime results, measurements and assessments and secure personalized access to help stay on track

See How It Works

“Workplaces think of wellbeing as health or mental health.”
“However, this does not capture the components of wellbeing like self-fulfilment, engagement, flourishing, and opportunity.”

American Journal of Public Health, 2015