You stop walking into the difficult conversations empty-handed. TalkCoach already knows what each of your people actually values, and turns it into the opening question, the framing that will land, and the subject to leave alone this week.
A manager has a 1-on-1 in ten minutes with someone who has gone quiet. Below is the answer a general-purpose AI gives, and the answer TalkCoach gives. The difference is not the writing. It is that one of them knows Marco.
Sound advice. It would have been equally sound for any of the other forty people in the department. That is the problem. The manager still has to work out what to actually say to this one.
Motivator data supports what Marco values and how his satisfaction has moved. It cannot tell you why he has gone quiet, and TalkCoach will say so rather than guess.
Illustrative example using a representative profile. Real output names the real person and reads their real data.
The quiet failure of every manager tool is the blank box: a busy manager will not stop to compose a question, so the license goes unused and does not get renewed. TalkCoach opens on a brief that is already written. Each item comes with the reason it is there and the next action, and a manager can act on one of them in the three minutes before their next meeting.
Illustrative brief. TalkCoach proposes; nothing is sent, booked, or changed until the manager confirms it.
Eleven motivators, combining at different intensities, produce more than 1.7 million possible profiles. The odds that any two of your people want the same things to the same degree are effectively zero, and the odds that a generic template fits either of them are the same. That is why advice built on anything other than your team’s actual profiles lands on nobody in particular. The person in front of you is not a type. Coaching that treats them as one is a coach with no whistle and no clipboard, giving the same half-time speech to every team in the league, including the ones that are winning.
The 11 intrinsic motivators, measured per person and ranked, so the advice answers to what moves this person rather than to what moves managers on average.
Your motivators set beside theirs, with the direction of each difference, so you can see which of your instincts will translate and which will not.
Which motivators have shifted for each report across a consistent window, so you know what to ask about, and when the sample is too thin to read.
| An external coach | Your engagement platform | Attuned TalkCoach | |
|---|---|---|---|
| How many managers get it | The few you can fund | All of them, as a subject of reporting | All of them, as the user |
| What it costs | Hundreds of dollars a month | Already paid for, and not coaching | $99 per user per year |
| What it knows about the person | What the manager describes in the hour | That a score moved, and roughly which theme | What that person values, ranked, all 11 |
| Available when | The booked hour, two weeks out | After the survey cycle closes | Ten minutes before the 1-on-1 |
| When it cannot answer | Says so, and is worth the money for it | Reports the number anyway | Says so, and explains what the data supports |
Ask how one report can better encourage a colleague. TalkCoach compares their real motivator profiles to ground the advice.
Every person on the team spends about ten minutes, once, on an assessment that ranks them across 11 intrinsic motivators. TalkCoach reads that profile before it says a word, so what comes back answers to what actually moves the person, rather than to what tends to move managers in general. The manager does not have to remember any of it.
You manage from your own wiring by default, which works beautifully on the people wired like you. TalkCoach sets your motivators beside each report’s, shows you which way each difference runs, and tells you which interactions are most likely to land wrong because of it. It does not diagnose the person, and it does not infer their instincts, strengths or weaknesses from a profile. It shows you the distance and helps you cross it.
Most managers can only manage the people like them. TalkCoach helps you reach the people who are not.
TalkCoach tracks how each report’s motivator satisfaction has moved across a consistent window, and tells you where the record starts so you know what you are comparing against. When a motivator someone ranks highly has shifted, you find out which one and in which direction, which is enough to know what to raise. It stops there. Motivator satisfaction is not a resignation forecast, and TalkCoach does not present it as one.
A manager’s week produces four different sorts of question, and a single all-purpose assistant answers all of them in the same shade of reasonable. Each kind of question is answered from the data that can actually support it, so you get an answer with something behind it or you get told there is nothing behind it.
What you value, where your defaults come from, and which of your instincts are yours rather than universal.
The person in front of you: what to open with, what will land, what to leave alone, and where you two differ.
The shape of the whole group, where two people are pulling against each other, and what the team wants collectively.
What your survey results mean underneath the score, which motivators sit behind the movement, and what is thin data.
A sample of what TalkCoach carries in a given week. Each answer starts from the actual people involved and their motivator data, so what comes back is a next move you can take into the conversation rather than a principle you already agreed with.
Describe the situation and you get the difficult message framed around what that report values, so the behavior changes and the trust survives. You stop rehearsing it in the shower. Pairs with our guide to giving difficult feedback.
Hand TalkCoach your notes before the review meeting and it tells you which points will land for that person, which will read as noise, and where your chosen framing fights what they value. You keep the substance, the ratings and the final wording, which is how a documented process is supposed to work.
When two of your people keep clashing, TalkCoach sets both motivator profiles side by side and shows you where they differ and in which direction, then gives you language to broker it. It reports the differences it can see rather than declaring a single cause.
A survey result tells you a number moved. TalkCoach goes to the motivator data underneath it and hands you a prioritized plan: which report to talk to, which motivator sits behind it, and the specific move to make this week.
The 1-on-1 that gets cancelled twice is rarely cancelled a third time, because by then it has stopped existing. TalkCoach watches your calendar, flags when a report’s 1-on-1 cadence has slipped, finds a slot, and books or reschedules it, only after you confirm. Google Calendar today.
Paste your 1-on-1 notes and TalkCoach reads them against that report’s motivators and tells you what you may have missed. Give it a draft message and it tells you which parts will land for this particular person before you send it, which is a better time to find out than afterwards.
An external coach runs several hundred dollars per manager per month, so companies buy it for the top few percent and quietly hope the rest improve by proximity. TalkCoach comes with Attuned Basic at $99 per user per year, which is less for a full year than a single month of an external coach. That is what turns a coach for every manager from an aspiration into an arithmetic decision.
Gallup puts roughly 70 percent of the variance in team engagement down to the manager. Every leadership team has already nodded at that statistic. The part that is hard to act on is that you cannot fix it with a mandate, because the manager who needs it most is the one with no time to attend anything. It has to arrive inside the ten minutes they already have.
Your managers stop guessing, so your 1-on-1s stop being status updates, so the exit interview stops being where you find out what someone valued.
You are not adding a program your managers have to be chased through. Each of them gets something that makes their own week easier, which is the only kind of rollout that survives contact with a quarter close. They keep the judgment and the final call on everything, because TalkCoach proposes and the manager decides.
Most people will never be assigned an executive coach, and most will never be managed by someone wired like them. Motivator data closes that distance for the manager they actually report to. That relationship decides whether work is a place someone gets to be good at something.
We are not going to show you a percentage lift we have not earned yet. TalkCoach is in early access: the motivator data underneath it has years of enterprise use behind it, and TalkCoach itself has one account live and a queue behind it. The argument for being early is that early accounts shape what gets built next, and that the queue is short enough that yours would still be one of the first.
You are the one who will be asked whether managers actually use it, how it sits beside the platform you already bought, and what happens the first time an AI says something about an employee it should not have. Here is where we stand on each, in the order they usually come up.
A manager’s conversations are their own. They are not visible to their manager, to HR, or in any reporting view. A manager who suspects otherwise never asks the honest question, and the honest question is the whole product. What your team sees is adoption and rollout progress, not content.
TalkCoach coaches the manager. It does not score, rank, rate or recommend anything about an employee, and motivator data is not a performance measure or a hiring filter. Your people own their data and choose what is shared. That is the sentence that keeps this out of the conversation neither of us wants to have.
Ask what someone’s blind spots are, or whether someone is about to resign, and TalkCoach will tell you motivator data cannot answer that, then offer the version of the question it can answer. When a reading rests on too few responses, it says the sample is thin instead of drawing a line through it.
No message is sent, no meeting booked or moved, no record changed until the manager explicitly confirms it. There is no autonomous action to write a policy exception for, and no way for the tool to surprise an employee on a manager’s behalf.
Your survey tool tells you a score moved and roughly which theme it sat under. Motivator data tells you what each individual wants, ranked, before anything moves. Keep the platform for the organization-level read and use TalkCoach for the manager-level next move, which is the part a survey result has never supplied.
The motivator assessment is roughly ten minutes per person and is taken once. Satisfaction is measured separately by a short recurring pulse, which Attuned administers rather than handing to your team as a project, and which needs at least three respondents per team so that no individual answer can be picked out. If you are already an Attuned customer, both are already running and TalkCoach reads what you have.
Send this to your privacy reviewer before you send it to your CFO. Legal bases, what is transmitted to foundation model providers, cross-border transfers, retention and deletion, and individual rights are all written down: Privacy Policy sections 5 to 11, and the Terms of Service. Attuned states in the policy that the service provides insights for human consideration and is not intended for solely automated decisions about individuals.
No IT project and no consultant. Once your people have completed their intrinsic motivation assessments, their manager’s TalkCoach has what it needs.
Each person is ranked across the 11 intrinsic motivators. That profile is the ground truth TalkCoach coaches from, and there is no recurring survey behind it.
Every report’s motivators, the differences with their manager, and how satisfaction has moved. If your organization is already on Attuned, this step is mostly switching it on.
TalkCoach opens in the browser alongside the rest of Attuned, with the brief already waiting. Anything that leaves the tool, a message, a booking, a reschedule, waits for the manager to confirm it.
On timing: TalkCoach is in early access and we are onboarding a limited number of accounts at a time. Book a demo and we will walk through what your particular setup would need.
These are Attuned platform customers, which is a different claim from TalkCoach customers, and we would rather draw that line ourselves than have you find it later. Their people have taken the assessment and their managers hold the profiles. TalkCoach is the coach we built on top of that data.
“Being able to get to the nub of people’s underlying motivations has been very helpful.”
Kevin Halligan, Associate Director, Azon Recruitment Group · on the Attuned motivator data, not on TalkCoach · Read the storyPart of 300+ companies using Attuned. Browse the full case studies.
And that says so when the data cannot answer. Bring us your team’s motivator data, or your questions about getting it, and we will show you what TalkCoach makes of the conversations that decide whether people stay.
