Purpose: The review@work Diagnostic offers a structured, comprehensive performance review framework. This diagnostic enables ongoing talent feedback, aligns coaching and development, and provides a fair, transparent reflection on individual contributions.
For Teams: Feedback leads to improvement and clarity on expectations.
For Leaders: Track team development, plan training, and succession.
For Organizations: Standardizes reviews and links performance to business priorities.
Purpose: The sustainability@work Diagnostic reveals workplace attitudes and behaviors that affect environmental sustainability. Use it to guide green policies, promote engagement, and make measurable impact across resource use and waste.
For Teams: Pride and personal buy-in.
For Leaders: Prioritize change and set targets.
For Organizations: Reduced costs, improved public image, and compliance.
Purpose: The Student Experience Diagnostic assesses all facets of the student journey — including wellbeing, motivation, education, technology, and personal life — at school, college, or university. It is used to help institutions and support services target their efforts, ensuring no student is left behind.
For Teams: Feel heard, get targeted support.
For Leaders: Early insight into risks.
For Organizations: Enhanced outcomes and retention.
Purpose: The your-future-your-way Diagnostic focuses on career and life aspirations, particularly for younger employees and early-career talent. It combines self-reflection, strengths, wellbeing and ambition — empowering individuals and guiding structured support.
For Teams: Awareness and planning for successful futures.
For Leaders: Focus coaching and retention efforts.
For Organizations: Strengthen talent pipelines and succession planning.
Purpose: The staff-retention@work Diagnostic uncovers the drivers and risk indicators of employee turnover, targeting both the emotional and practical reasons why people stay or leave. Use it to develop effective retention strategies and build a culture where top talent wants to remain.
For Teams: Early conversations about needs.
For Leaders: Customize retention actions.
For Organizations: Reduce recruitment costs, protect reputation.
Purpose: The remote-working@work Diagnostic evaluates readiness, wellbeing, collaboration, and productivity for individuals and teams working outside the typical workplace. It spotlights the practical, cultural, and personal factors that lead to either success or struggle in remote settings.
For Teams: Increase confidence, efficiency, and flexibility.
For Leaders: Target areas for better support and inclusion.
For Organizations: Maximizes productivity and broadens recruitment options.
Purpose: The needs@work Diagnostic identifies core employee or team needs to optimize satisfaction and productivity. This module helps leaders and managers pinpoint specific areas where support is needed, leading to targeted interventions that can improve both individual and team performance.
For Teams: Leads to clearer roles, better support, and a greater sense of value, improving overall team satisfaction.
For Leaders: Pinpoints specific areas where support is needed, enabling targeted interventions to improve team performance.
For Organizations: Helps create a more supportive and productive work environment, leading to higher retention and engagement.
Purpose: The remote-leadership@work Diagnostic assesses the unique challenges and strengths of leading teams in virtual or hybrid environments. It reveals how well leaders facilitate digital communication, team engagement, accountability, and development from a distance.
For Teams: Feel supported, connected, and empowered by leadership.
For Leaders: Develop confidence in engaging and developing remote teams.
For Organizations: Maintains high performance and motivation across locations.
Purpose: The work-with-me Diagnostic is an online tool that helps team leaders gauge the effectiveness of their leadership style through direct, non-anonymous feedback. Unlike a typical 360°/180° assessment, results are shared between the leader and the colleague providing the feedback, making it a powerful catalyst for constructive one-to-one conversations. The process is quick — only five minutes to answer 12 simple questions — with results available instantly. The core philosophy is to create a safe, open dialogue to improve working relationships and ensure leaders can better meet the needs of their teams.
For Teams: Offers a safe, structured way to provide direct feedback, ensuring their voice is heard and their needs are understood. This leads to fewer interpersonal issues and improved collaboration.
For Leaders: Provides clear, actionable insights into their leadership impact. It creates openness and trust, grows accountability, and fosters a more collaborative leadership style.
For Organizations: Enhances collaboration and performance, cultivates a culture of open communication and proactive problem-solving. As a self-managed online tool with instant results, it is an efficient and proven method for developing effective leadership and building stronger teams.
Purpose: The team-performance@work Diagnostic identifies the factors that make teams high performing. It explores agility, goals, climate, leadership, mindset, processes and relationships — addressing the heart of teamwork, not just numbers.
For Teams: Understand and build on strengths and weaknesses.
For Leaders: Target team development.
For Organizations: Enhanced collaboration and performance.
Purpose: The relationships@work Diagnostic identifies the strengths and stressors in workplace relationships — from communication to motivation, to conflict handling and emotional intelligence. Its intent is to create teams with trust, rapport, and resilience.
For Teams: Healthier, more trusting environments.
For Leaders: Data to coach and build rapport more effectively.
For Organizations: Higher morale, collaboration, and retention.
Purpose: The training@work Diagnostic reviews the design, delivery, and impact of workplace training initiatives, ensuring they are aligned with role needs and drive business goals. It assesses the quality, cost-effectiveness, and individual value of learning interventions.
For Teams: See clear returns from training and upskilling.
For Leaders: Ensure spend is focused and impactful.
For Organizations: Maximize ROI and close skills gaps.
Purpose: The sales@work Diagnostic analyses the behaviors, capabilities, and systems that drive sales performance. It covers everything from sourcing and tactics to protecting opportunities and building a winning pipeline.
For Teams: Clear strengths and weaknesses; improved collaboration.
For Leaders: Spot coaching needs and fine-tune strategies.
For Organizations: Predictable sales outcomes and pipeline health.
Purpose: The satisfaction@work Diagnostic measures the spectrum of factors that influence how content and engaged employees feel — day to day and long term. It reveals what drives loyalty, advocacy, and productivity, or signals risks of attrition.
For Teams: Higher morale and retention.
For Leaders: Prioritize interventions and target communication.
For Organizations: Lower turnover, higher engagement.
Purpose: The safety@work Diagnostic scrutinizes attitudes, processes, and culture toward workplace safety. It is designed as much for “safe” industries as for higher-risk environments, highlighting behaviors and blind spots to prevent incidents and embed a safety-first mindset.
For Teams: Safer work, higher morale; everyone goes home healthy.
For Leaders: Reduce incident rates and insurance costs.
For Organizations: Reputation, compliance, and business continuity.
Purpose: The health-&-wellbeing@work Diagnostic provides a holistic assessment of employee physical and mental health, examining the drivers of resilience, energy, and performance. It enables organizations to proactively support — not just react to — wellbeing trends, recognizing unique needs across the team.
For Teams: Better understanding of needs and higher mutual support.
For Leaders: Early warning of health risks, actionable data on trends.
For Organizations: Increases productivity, reduces absence and churn.
Purpose: The resilience@work Diagnostic assesses an individual’s and team’s capacity to adapt to change, withstand stress, and emerge stronger from adversity. It brings visibility to emotional, social, and physical resilience markers that are critical for sustainable performance.
For Teams: Develop mutual aid and shared strength.
For Leaders: Act early to reduce burnout.
For Organizations: Sustains continuity and fast recovery through crises.
Purpose: The mood@work Diagnostic instantly captures the collective state of mind and wellbeing of teams across the wider workplace. Use it for pulse checks, large-scale sentiment tracking, and to spot trends, risks, or improvement opportunities in real time.
Complementary / Free Diagnostics
Purpose: The mental-health@work Diagnostic examines support structures, attitudes, and challenges relating to psychological health in the workplace. It helps leaders proactively address barriers and facilitates early intervention to build cultures where mental health is prioritized and protected.
For Teams: Better understanding and peer support.
For Leaders: Focuses actions on prevention as well as response.
For Organizations: More resilient workforce, lower risk, and better reputation.
Purpose: The unconscious-bias@work Diagnostic uncovers hidden attitudes and assumptions related to characteristics like race, gender, disability, age, and background. It aims to reveal where hidden biases may impact decisions, opportunities, or relationships in the workplace.
For Teams: Greater empathy and understanding; fewer microaggressions and misunderstandings.
For Leaders: Targeted DEI interventions; data for training and leadership focus.
For Organizations: Compliance, better brand, reduced risk of discrimination cases.
Purpose: The inclusivity@work Diagnostic measures the lived experience of inclusion and diversity — how belonging is fostered and whether talent from all backgrounds can thrive. It enables organizations to move beyond “box-ticking” policies toward truly inclusive cultures that unlock all potential.
For Teams: Safer, more creative environment for all contributions.
For Leaders: Insights to target and accelerate DEI strategies.
For Organizations: Improved results, brand, and compliance.
Purpose: The neurodiversity@work Diagnostic explores awareness, inclusion, and strengths associated with neurodivergent conditions (such as autism, ADHD, and dyslexia). It helps organizations foster environments that embrace every brain, reduce stigma, and provide tailored support for optimal contribution.
For Teams: Diversity of thought, better ideas, psychological safety.
For Leaders: Tailor support and reduce risk of exclusion.
For Organizations: Builds employer brand and staff retention.
