Every part of the map, explained.
Purposcape has three working parts: a contour map of alignment, drift alerts when something's off, and development paths for each person. Here's how each one actually works.
Alignment, laid out like terrain.
Every team, function, and region gets plotted on the same map. Higher ground means stronger alignment between what people believe their work is for and what leadership says it's for — so you can see the whole org at a glance, not team-by-team in separate reports.
Org-wide view
One map for the whole company, filterable by department, tenure, level, or location.
- Refreshed every quarter
- Exportable for board decks
- Drill down to any team in two clicks
Team view
Managers see their own team's contour line against the company baseline, with plain-language context for every shift.
- No raw scores without explanation
- Compares quarter over quarter
- Flags outlier responses for follow-up
Individual view
Each employee sees their own point on the map privately, with language they chose themselves — never compared publicly to peers.
- Private by default
- Shared with a manager only if the employee opts in
- Feeds directly into development paths
Catch misalignment before it becomes attrition.
Drift alerts watch the distance between a team's stated purpose and leadership's stated direction. When that distance grows quarter over quarter, the manager and their HRBP get a plain-language alert — not just a number.
Baseline set
Each team's starting position is set from its first two assessment cycles, so alerts are relative to that team, not a company-wide average.
Drift detected
When a team's contour line moves more than a threshold you set, an alert goes to the manager and HR with the likely driver, in plain language.
Action suggested
Every alert comes with two or three suggested conversations to have — never a mandate, always a starting point for the manager.
From assessment to a plan someone will actually use.
Every employee's result becomes a short, specific development path — reviewed together with their manager in a normal 1:1, not filed away in a portal nobody opens.
Built for the 1:1
One page, three focus areas, plain language. Designed to be read out loud in fifteen minutes, not analyzed for an hour.
Owned by the employee
The employee edits and approves their own path before it's final — it's a conversation starter, not a performance review input.
Tracked over time
Each path links back to the next quarter's assessment, so people and managers can see whether things actually shifted.
Want to see your own map?
We'll walk through a live sample map on the call, using data patterns from a company your size.