People & Motivation Framework
SDT-based motivation modeling across Autonomy, Competence, and Relatedness — predicts disengagement 4–6 weeks before it shows up in turnover.
SDT Motivation Model
Sample AI output
SDT gap detected for Priya: Relatedness score dropped to 45/100 (4-week decline). Autonomy and Competence scores stable. Structural recommendation: pair Priya on a cross-functional project and schedule a team lunch. No individual data shared with manager.
Input signals
- Opt-in pulse signals
- Role scope metadata
- Team connection data
- Learning completion signals
- Work autonomy indicators
What RUDY surfaces
- Motivation profile (3 SDT dimensions)
- Gap alerts (4–6 week disengagement prediction)
- Team-level motivation heatmap
- Structural intervention recommendations
- Manager dashboard for PMF gaps
How it works
Opt-in signals map to three SDT needs
Signals from pulse check-ins, role scope data, team connection indicators, and learning patterns are mapped to the three SDT dimensions: Autonomy, Competence, and Relatedness.
Gaps trigger early-warning predictions
When one or more SDT dimensions shows a sustained gap, PMF generates a 4–6 week disengagement prediction before the signal reaches critical levels.
Manager receives structural recommendations
Recommendations address the structural root cause — a cross-functional project for Relatedness, a new challenge for Competence, more decision-making scope for Autonomy — not monitoring suggestions.
A day with RUDY
“Priya's Relatedness score drops to 45. RUDY flags team integration risk and suggests two structural changes: pair Priya with a cross-functional project and schedule a team lunch. No individual data is shared — the manager sees only the recommendation and enough context to act.”
Research foundation
Self-Determination Theory (Deci & Ryan): Autonomy, Competence, and Relatedness as universal human motivational needs.
Frequently asked questions
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