Some conditions at work you can manage without.
Some you can't.
Lumara names the ones you can't, in language you can use. Be first to build your profile when Lumara opens. And the occasional note worth reading until then.
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LUMARA
You
can
usually
tell
when
work
is
working,
and
when
it
isn't.
Saying
why
is
the
hard
part
.
The difference sits in a handful of conditions your best work depends on. Lumara names which of them matter most to you, and how much, so what you could only feel becomes something you can say.
LUMARA
You
can
usually
tell
when
work
is
working,
and
when
it
isn't.
Saying
why
is
the
hard
part
.
The difference sits in a handful of conditions your best work depends on. Lumara names which of them matter most to you, and how much, so what you could only feel becomes something you can say.
LUMARA
You
can
usually
tell
when
work
is
working,
and
when
it
isn't.
Saying
why
is
the
hard
part
.
The difference sits in a handful of conditions your best work depends on. Lumara names which of them matter most to you, and how much, so what you could only feel becomes something you can say.
Needs, not preferences
THE REFRAME
WHAT GETS MEASURED
Engagement scores. Sentiment. Perks.
These describe how you feel about work and what you would like from it. They move with the mood of a quarter, and they say almost nothing about why the feeling is there.
WHAT SITS UNDERNEATH
What you require to do your best work.
A preference is something you would enjoy. A need is something whose absence costs you: your performance, your health, your reason to stay. The two behave differently, and only one of them explains the feeling.
What you are describing is real. The way it is being measured leaves out why you feel the way you do.
Needs, not preferences
THE REFRAME
WHAT GETS MEASURED
Engagement scores. Sentiment. Perks.
These describe how you feel about work and what you would like from it. They move with the mood of a quarter, and they say almost nothing about why the feeling is there.
WHAT SITS UNDERNEATH
What you require to do your best work.
A preference is something you would enjoy. A need is something whose absence costs you: your performance, your health, your reason to stay. The two behave differently, and only one of them explains the feeling.
What you are describing is real. The way it is being measured leaves out why you feel the way you do.
The half that goes unmeasured
WHY NEEDS
How you do at work has two halves: whether you can do the work, and whether the work gives you what you need.
Almost everything built for work measures the first half. Lumara measures the second: the half that shapes how you do and whether you stay, and that almost nothing has set out to read.
The half that goes unmeasured
WHY NEEDS
How you do at work has two halves: whether you can do the work, and whether the work gives you what you need.
Almost everything built for work measures the first half. Lumara measures the second: the half that shapes how you do and whether you stay, and that almost nothing has set out to read.
Your needs profile
WHAT YOU GET
A structured read
Twenty elements across four tiers, scored on what you need rather than what you would prefer. Written in plain words, so what you could only feel before is something you can say.
Made for you alone
Because this profile is just for you, you can answer honestly. That honesty is what makes the results both more accurate and useful.
Yours to act on
Lumara doesn't decide for you. It shows what is within reach to change and where to start, and leaves the choice where it belongs — with you.
Your needs profile
WHAT YOU GET
A structured read
Twenty elements across four tiers, scored on what you need rather than what you would prefer. Written in plain words, so what you could only feel before is something you can say.
Made for you alone
Because this profile is just for you, you can answer honestly. That honesty is what makes the results both more accurate and useful.
Yours to act on
Lumara doesn't decide for you. It shows what is within reach to change and where to start, and leaves the choice where it belongs — with you.
What you can do with it
NOT JUST A READ
The profile is a read you can act on. Use it to make sense of your history, weigh a role before you commit, tell what is fixable where you are from what is not, and put what is missing into words a manager can act on.
What you can do with it
NOT JUST A READ
The profile is a read you can act on. Use it to make sense of your history, weigh a role before you commit, tell what is fixable where you are from what is not, and put what is missing into words a manager can act on.
Built on the evidence, and honest about it
THE RIGOUR
20
elements of work need, across four tiers
180+
peer-reviewed papers behind the framework
Every element is defined before it is measured, anchored to established instruments, and traceable to the research it came from. Where the evidence does not support a claim, we say so rather than filling the gap.
Element definitions COMING SOON
Built on the evidence, and honest about it
THE RIGOUR
20
elements of work need, across four tiers
180+
peer-reviewed papers behind the framework
Every element is defined before it is measured, anchored to established instruments, and traceable to the research it came from. Where the evidence does not support a claim, we say so rather than filling the gap.
Element definitions COMING SOON
What the report looks like
AN EXAMPLE
EXAMPLE REPORT
The needs you hold most strongly right now
These sit at the very top of the scale for you. Of everything work involves, they are what you most need from it.
WORKLOAD SUSTAINABILITY
You need a workload you can carry without running yourself down.
MANAGER RESPECT
You look to have your judgement trusted by the person you report to.
CONTRIBUTION VISIBILITY
You look to see the difference your own work makes.
NEED INTENSITY
Four of twenty shown
1
2
3
4
5
Workload Sustainability
Manager Respect
Contribution visibility
Compensation Equity
It offers a read, never a verdict. Where you take it is yours.
Every element is defined before it is measured, anchored to established instruments, and traceable to the research it came from. Where the evidence does not support a claim, we say so rather than filling the gap.
What the report looks like
AN EXAMPLE
EXAMPLE REPORT
The needs you hold most strongly right now
These sit at the very top of the scale for you. Of everything work involves, they are what you most need from it.
WORKLOAD SUSTAINABILITY
You need a workload you can carry without running yourself down.
MANAGER RESPECT
You look to have your judgement trusted by the person you report to.
CONTRIBUTION VISIBILITY
You look to see the difference your own work makes.
NEED INTENSITY
Four of twenty shown
1
2
3
4
5
Workload Sustainability
Manager Respect
Contribution visibility
Compensation Equity
It offers a read, never a verdict. Where you take it is yours.
Every element is defined before it is measured, anchored to established instruments, and traceable to the research it came from. Where the evidence does not support a claim, we say so rather than filling the gap.
Where we stand
THE COMPANY
ONE OF THE THINGS WE STAND FOR
What is known about you belongs to you.
Your professional data is yours to hold, carry, and use. That belief shapes what we build and what we refuse to build.
Where we stand
THE COMPANY
ONE OF THE THINGS WE STAND FOR
What is known about you belongs to you.
Your professional data is yours to hold, carry, and use. That belief shapes what we build and what we refuse to build.
Some conditions at work you can manage without. Some you can't.
Lumara names the ones you can't, in language you can use. Be first to build your profile when Lumara opens. And the occasional note worth reading until then.
Sign up for early access, launch updates, and nothing else.
Some conditions at work you can manage without. Some you can't.
Lumara names the ones you can't, in language you can use. Be first to build your profile when Lumara opens. And the occasional note worth reading until then.
Sign up for early access, launch updates, and nothing else.