We do our best work when we play to our preferences.
Contact centres lose around a third of their people every year. I help BPOs and contact centres reveal how their people prefer to work — then the organisation can hire, coach and build teams around that data-driven insight. The instrument is called Sariio AI. I built the first version in 2007.
See your own map first. It's free — and it stays free.
Complete the Sariio AI survey — the 10-minute Motivation And Preferences Survey (MAPs) — and get your personal myMAP: where you sit on twelve working preferences, with AI commentary written for you. No payment, no password, no catch.
Then share it. Invite friends and colleagues — it's free for them too — and compare any two maps side by side: where you connect, where you differ, and why some working relationships flow while others grate.
Where they connect
Both want the big picture before the detail, listen before forming a view, and find frequent change energising — so they settle quickly on how to approach a piece of work.
Where they differ
Almost nowhere — and that's worth knowing too: two people who see work the same way can reinforce each other's thinking, so a colleague with different preferences may surface options neither would reach alone.
From the live sample Circle, AI-generated · open the live comparison (opens in new tab)
Only one in five employees worldwide is engaged at work — the lowest reading since 2020.
Gallup, State of the Global Workplace 2026 (opens in new tab)Annual agent attrition across the contact-centre industry, by the two most recent benchmarks.
ContactBabel, 2024 (opens in new tab) · NICE, 2025 (opens in new tab)The cost of replacing one average-performing agent — and the first ninety days are when most agents quit.
SQM Group, 2023 (opens in new tab)Attrition looks like a hiring problem. Gallup's research puts 70 per cent of the variance in team engagement (opens in new tab) down to the manager — and in Gallup's latest meta-analysis (opens in new tab), top-quartile teams run 21 to 51 per cent lower turnover than bottom-quartile teams. The bigger lever is how people are matched, coached and led once they are in the building. That lever is hard to see. Sariio makes the preferences behind engagement measurable.
Thirty-five years inside the machinery of workplace change
I founded a culture-change consultancy in 1991 and sold that business to TBWA. I studied organisational leadership at Harvard Business School, where John Kotter was my tutor and mentor. The client list along the way runs from Mars and the NHS to Deutsche Bank's acquisition of Bankers Trust.
And I know contact centres from the floor, where the work either sticks or fails: two years resourcing and screening for Sitel on the Sage account, similar work for Inkfish in Nottingham on American Express and Domestic & General, and a 2026 sales pilot in Cape Town as Everflow's strategic on-site representative with their outsourcing partner.
Sariio AI puts work preferences on the map
Every map starts the same way: sixty statements, answered on sliders, in around ten minutes. From those answers Sariio measures four factors and twelve preference pairs — how a person builds relationships, thinks and plans, makes decisions, and gets things done. The maps scale from one person to a whole organisation, and every sample below is the real product.
One person
A personal preference profile across all four factors, with AI commentary grounded in that person's own answers. The foundation every other map is built from.
The profile of success in a role
A composite map built from the people who already succeed in a role — your top salespeople, your longest-tenured agents. A talentMAP shows the preference profile behind the KPI.
One team
Everyone in a team on one map: where the team clusters, where the gaps sit, where opinion splits into camps, and how each person fits within the whole.
The whole organisation
Your organisation's collective centre of gravity across six dimensions — where opinion divides into camps, and what the culture finds hard to see about itself. The sample here is a real client map, anonymised.
The platform stands on its own. Organisations and partners run Sariio AI without any consulting attached — your team takes the surveys, builds the maps and acts on the evidence. What I add, when you want it, is the operator's experience of what to do with what the maps reveal.
14 days · 10 survey credits · no card required. Individuals — the free survey above is yours, forever.Tested where the work is hardest
"I asked David to lead our Cape Town pilot… he gave us a clear recommendation rather than a comfortable one."
Len Curtis, Chief Sales Officer, Everflow Utilities — August 2026
"For the first time our employer partners can hold a data-led conversation about fit at interview."
Shadow Global — South Africa's first impact-sourcing organisation (opens in new tab)Consultants run their practices on this instrument
SAM Headhunting in Copenhagen — now The SAM Group — made the earlier instrument, Saviio, the working tool of its consultants across sixteen countries, translated into eleven languages besides English. Nigel Frank International has used the approach since 2009 across EMEA, the United States and Asia Pacific.
If you advise clients on people, hiring or culture, Sariio can sit inside your practice too — under your brand, with your clients.
A Circle: every relationship in a cohort, mapped. Built for training groups and project teams.
Start with a conversation
Tell me about your operation and what the leavers are costing you. I'll tell you plainly whether preference mapping can help — and where I would start.
Want to feel the instrument first? Take the survey yourself — sixty statements, around ten minutes (opens in new tab)