What do they do and what can they do?
Performance · Skills · Digital fluency
The three readings of observable work: the results they deliver, what they know how to do, and how fluently they move between digital tools and AI.
8MAP is Escal8's talent assessment methodology. It reads every person across 8 dimensions from 4 sources: the person, their manager, their peers and their direct reports. Each dimension rests on a recognised framework from organisational psychology.
Each dimension answers a question the other seven cannot reach.
A performance review tells you how someone works today. To decide who to develop, who to retain and how to spread the workload you need more readings of the same person, taken at the same time. The 8MAP organises them into four questions.
Performance · Skills · Digital fluency
The three readings of observable work: the results they deliver, what they know how to do, and how fluently they move between digital tools and AI.
Growth potential
Without this dimension you would only see current performance and would not know who is worth developing or promoting.
Culture & engagement · Workload
Culture precedes performance, risk and potential, and team engagement is consistently associated with business outcomes (Harter, Schmidt and Hayes, 2002).
Risk · Automation
Risk crosses the other readings to anticipate an exit or burnout, and Automation shows which part of the work can be automated.
Each dimension rests on a recognised framework, and the value shows up when you cross them.
Your first assessment does not have to be the full 8MAP.
With the same methodology you can run only what your team needs this quarter. You adjust the weight of each dimension, see in a simulator how the results change before applying it, and Kova runs every conversation over WhatsApp.
1 dimension
One reading of culture and engagement, without opening the rest of the methodology.
3 dimensions
All four sources on performance and skills, with upward feedback always aggregated.
5 dimensions
The dimensions your team needs this quarter, weighted the way you decide.
8 dimensions
All eight dimensions crossed, with the Workforce Intelligence Score at the end.
Each source sees behaviour the others do not. The 8MAP asks all four about the same person, at the same time.
How they see their role, their workload and their environment, how structurable their tasks are and where they want to grow.
Quality, volume, deadlines and reliability, plus their potential, their skills and how well documented their knowledge is.
Skills they observe, how the team works and how disagreements get handled.
Clarity of expectations, recognition, autonomy and what they need from their leader.
This voice is always aggregated: the leader never sees individual comments.
Kova asks the questions that match the role of whoever is answering, follows up when an answer is ambiguous or contradicts something said earlier, and asks for concrete examples when an answer is generic. If harassment, violence, mental health or a formal complaint comes up, Kova does not dig further and points to your company's formal channel.
Every rule in the 8MAP answers a known problem in assessing people. This is the list, with the research behind each one.
Each dimension has its own page covering what it measures, how it is composed and which framework it rests on.
The Workforce Intelligence Score sums up in a single number, out of 100, the state of talent in your company, a department or a team. By default it combines 6 dimensions: culture, performance, potential, digital fluency, skills and workload.
Every company defines what the WIS means for them. If performance weighs more than digital fluency in your operation, HR adjusts the weight of each dimension and sees in a simulator how the results change before applying it.
Only HR sees the WIS. Leaders do not, because it includes dimensions they have no access to.
WIS
74
out of 100
Dimensions it is built from
Risk and automation are read separately.
It is Escal8's talent assessment methodology. It reads every person across 8 dimensions from 4 sources (the person, their manager, their peers and their direct reports) and delivers an individual development plan plus a map of the team's gaps and strengths.
Performance, skills, digital fluency, growth potential, culture and engagement, workload, risk and automation.
It is not a clinical psychometric test and it does not replace a psychological assessment. It is an AI-led 360 assessment that combines 4 sources and rests on organisational psychology frameworks for each dimension.
It is a score out of 100 that sums up the state of talent in a company, a department or a team. Every company adjusts how much each dimension weighs in their WIS.
It is the use of data about a company's people to make talent decisions: who to develop, where there is exit risk, or how to spread the workload. The 8MAP is the methodology Escal8 uses to generate that data.
The conversation is run by Kova, Escal8's AI, over WhatsApp or on the web, in about 15 minutes per person. No result is shared without human review, and HR makes the decisions together with each leader.
Yes. You can run an engagement survey, a 360 review or a bespoke assessment, and adjust the weight of each dimension.
We walk you through the 8MAP with a sample team and answer your Talent team's questions.
Contact sales