Workforce X-Ray™ — 5-Dimension Diagnosis

Before you begin

Participant Details

This information is used to generate your personal report and the HR Action Report.

Full Name *

Email *

WhatsApp Number *

Employee ID

Department / Function *

Current Role / Designation *

Reporting Manager

Tenure at Organisation

Management Level

Dimension 1

Performance & Capability Signature

This dimension maps how you create value at work — your strengths, your competency profile, and where you feel most effective versus where you feel under-utilised.

12 questions · Maximum score: 60 points

Q1.How clearly do you understand what success looks like in your current role?

Extremely clear — I have specific, measurable outcomes I own(5 pts)

Very clear — I know what’s expected of me most of the time(4 pts)

Somewhat clear — broad direction but not specific outcomes(3 pts)

Unclear — I’m often unsure what “good” looks like(2 pts)

Not clear at all — I’m operating on guesses(1 pts)

Q2.In a typical week, what percentage of your time is spent on work that plays to your strongest skills?

More than 70%(5 pts)

50–70%(4 pts)

30–50%(3 pts)

10–30%(2 pts)

Less than 10%(1 pts)

Q3.How often does your current role require capabilities you have not yet been trained for?

Never or rarely — I’m fully equipped(5 pts)

Occasionally — and I get support when it happens(4 pts)

Sometimes — I figure it out on my own(3 pts)

Frequently — I feel stretched beyond my training(2 pts)

Constantly — I’m often out of my depth(1 pts)

Q4.When you deliver a significant piece of work, how often do you receive specific, actionable feedback?

Consistently — after every major deliverable(5 pts)

Regularly — most of the time(4 pts)

Sometimes — it varies by project or manager(3 pts)

Rarely — only when things go wrong(2 pts)

Almost never — I don’t know how I’m doing(1 pts)

Q5.How aligned are your current KPIs / performance measures with the work you actually value most?

Fully aligned — my KPIs measure what matters(5 pts)

Mostly aligned(4 pts)

Partially aligned(3 pts)

Poorly aligned — my KPIs miss what matters(2 pts)

Not aligned at all — my KPIs are irrelevant to my real work(1 pts)

Q6.How would you rate the quality of the tools, systems, and processes available to help you do your job well?

Excellent — they enable my best work(5 pts)

Good — they help most of the time(4 pts)

Adequate — they get the job done(3 pts)

Poor — they slow me down(2 pts)

Broken — they actively obstruct my work(1 pts)

Q7.When you achieve a significant result, how consistently is it recognised?

Always — recognition is genuine and timely(5 pts)

Usually — most wins are noticed(4 pts)

Sometimes(3 pts)

Rarely(2 pts)

Never — my work is invisible(1 pts)

Q8.How often do you complete a workday feeling you did your best work?

Most days(5 pts)

Several days a week(4 pts)

Once or twice a week(3 pts)

A few times a month(2 pts)

Rarely or never(1 pts)

Q9.How well does your team understand each member’s unique strengths and use them accordingly?

Very well — we are deployed to our strengths(5 pts)

Well — mostly to our strengths(4 pts)

Somewhat — it’s mixed(3 pts)

Poorly — our strengths are under-used(2 pts)

Not at all — we are treated as interchangeable(1 pts)

Q10.How confident are you in your ability to deliver the work expected of you over the next 12 months?

Extremely confident(5 pts)

Very confident(4 pts)

Somewhat confident(3 pts)

Not very confident(2 pts)

Not confident at all(1 pts)

Q11.When you face a work challenge you’ve never handled before, what typically happens?

I have clear support channels and resolve it quickly(5 pts)

I have some support and figure it out(4 pts)

I mostly figure it out alone(3 pts)

I struggle silently(2 pts)

I avoid or stall until it becomes a problem(1 pts)

Q12.Overall, how would you describe your professional performance over the last 6 months?

Consistently strong — above expectations(5 pts)

Solid — meeting expectations reliably(4 pts)

Uneven — some strong periods, some weak(3 pts)

Below what I know I’m capable of(2 pts)

Poor — something is clearly wrong(1 pts)

YOUR PERFORMANCE & CAPABILITY SIGNATURE SCORE____ / 60

Dimension 2

Wellbeing & Stress Load

Based on the Karasek Demand-Control-Support model combined with the Warwick-Edinburgh Mental Wellbeing Scale (WEMWBS). It assesses your psychological wellbeing, workload strain, and recovery capacity — not clinical, but scientifically grounded.

14 questions · Maximum score: 70 points

Q13.Over the past two weeks, how often have you felt genuinely energised by your work?

Most days(5 pts)

Several days a week(4 pts)

Once or twice a week(3 pts)

Rarely(2 pts)

Never(1 pts)

Q14.How manageable is your current workload over a typical month?

Very manageable — sustainable pace(5 pts)

Manageable most of the time(4 pts)

Occasionally overloaded but recoverable(3 pts)

Frequently overloaded(2 pts)

Chronically overloaded — no recovery(1 pts)

Q15.How much control do you have over how you do your work (methods, pace, sequencing)?

Full control — I decide the how(5 pts)

Substantial control(4 pts)

Moderate control(3 pts)

Limited control(2 pts)

No control — everything is dictated(1 pts)

Q16.How often do you take work-related worry home with you after hours?

Rarely or never(5 pts)

Occasionally(4 pts)

A few times a week(3 pts)

Most evenings(2 pts)

Constantly — I can’t switch off(1 pts)

Q17.In the past month, how well have you been sleeping on work nights?

Very well — refreshed most mornings(5 pts)

Reasonably well(4 pts)

Inconsistent — good and bad nights(3 pts)

Poorly — often waking tired(2 pts)

Very poorly — sleep is broken most nights(1 pts)

Q18.When you take leave, how often can you truly disconnect from work?

Fully — leave is genuine recovery(5 pts)

Mostly — minor check-ins only(4 pts)

Partially — I stay half-connected(3 pts)

Rarely — I keep working while on leave(2 pts)

Never — I don’t take real leave(1 pts)

Q19.How often do you feel physically tense, headachy, or unwell in ways connected to work stress?

Rarely or never(5 pts)

Occasionally(4 pts)

A few times a month(3 pts)

Weekly(2 pts)

Multiple times a week(1 pts)

Q20.When you’re under pressure at work, how much practical support is available from your manager?

Substantial — they actively help(5 pts)

Meaningful — they show up when it matters(4 pts)

Some — depending on the situation(3 pts)

Little — mostly hands off(2 pts)

None — I’m on my own(1 pts)

Q21.How supportive are your colleagues when workload spikes?

Very supportive — the team backs each other up(5 pts)

Generally supportive(4 pts)

Occasionally supportive(3 pts)

Rarely supportive(2 pts)

Not at all — everyone protects themselves(1 pts)

Q22.Over the past six months, how often have you thought seriously about leaving your job because of stress or exhaustion?

Never(5 pts)

Once(4 pts)

A few times(3 pts)

Several times(2 pts)

Regularly — it’s a live thought(1 pts)

Q23.How often do you feel a sense of dread or resistance on a Sunday evening or the day before returning to work?

Never or rarely(5 pts)

Occasionally(4 pts)

A few times a month(3 pts)

Most weeks(2 pts)

Every week(1 pts)

Q24.How often have you missed work in the past three months for stress-related reasons (including “mental health days”)?

Never(5 pts)

Once(4 pts)

Two or three times(3 pts)

Four to six times(2 pts)

More than six times(1 pts)

Q25.How would you rate your overall sense of purpose in your current role?

Strong — my work matters to me(5 pts)

Good — mostly meaningful(4 pts)

Mixed(3 pts)

Weak — the work feels hollow(2 pts)

None — I’m just showing up(1 pts)

Q26.Using the Warwick-Edinburgh scale, over the past two weeks, how often have you been feeling optimistic about the future?

All of the time(5 pts)

Often(4 pts)

Some of the time(3 pts)

Rarely(2 pts)

None of the time(1 pts)

YOUR WELLBEING & STRESS LOAD SCORE____ / 70

Dimension 3

Behavioural & Productivity Patterns

Based on a short-form Big Five (OCEAN) inventory combined with productivity-rhythm mapping. This dimension identifies your natural work style, collaboration preferences, and focus patterns.

12 questions · Maximum score: 60 points

Q27.When starting a new piece of work, which best describes your natural approach?

I plan carefully, then execute methodically(5 pts)

I plan lightly, then adapt as I go(4 pts)

I dive in and refine along the way(3 pts)

I wait for clarity before starting(2 pts)

I struggle to start until pressure builds(1 pts)

Q28.In group discussions or meetings, which best describes you?

I contribute confidently and often(5 pts)

I contribute when I have something meaningful to add(4 pts)

I contribute selectively — to smaller groups more easily(3 pts)

I mostly listen and speak when asked(2 pts)

I rarely contribute even when I have a view(1 pts)

Q29.How would you describe your typical response to unexpected changes at work?

I adapt quickly and often see opportunity in change(5 pts)

I adjust well after a short adjustment period(4 pts)

I need time to process but manage(3 pts)

I find change stressful and disruptive(2 pts)

Change destabilises me significantly(1 pts)

Q30.When receiving critical feedback, what typically happens first?

I look for the useful signal and act on it(5 pts)

I take it in and consider it over time(4 pts)

I defend first, then reflect later(3 pts)

I feel deflated and take time to recover(2 pts)

I take it personally and it affects my confidence(1 pts)

Q31.In a typical working day, when is your energy and focus at its peak?

Early morning(5 pts)

Mid-morning to lunch(4 pts)

Early afternoon(3 pts)

Late afternoon(2 pts)

Evening(1 pts)

Q32.How often are you able to structure your day around your peak-energy hours?

Almost always(5 pts)

Often(4 pts)

Sometimes(3 pts)

Rarely(2 pts)

Never — my calendar is dictated to me(1 pts)

Q33.When you commit to something at work, how reliable is your follow-through?

Extremely reliable — I deliver on every commitment(5 pts)

Very reliable — rare misses(4 pts)

Generally reliable — some slippage(3 pts)

Inconsistent(2 pts)

Unreliable — I often over-commit(1 pts)

Q34.How comfortable are you working through ambiguity when clear direction is not given?

Very comfortable — I define my own path(5 pts)

Comfortable most of the time(4 pts)

Moderately comfortable(3 pts)

Uncomfortable — I need direction(2 pts)

Very uncomfortable — I stall without instructions(1 pts)

Q35.What is your default mode of communication at work?

Direct and concise — I get to the point(5 pts)

Direct but warm — I balance the two(4 pts)

Warm and relational — people first(3 pts)

Cautious and considered — I choose words carefully(2 pts)

Minimal — I communicate only when I must(1 pts)

Q36.How often do interruptions (meetings, messages, requests) fragment your focused work time?

Rarely — I have long stretches of focus(5 pts)

Occasionally(4 pts)

Frequently(3 pts)

Constantly — focus is a struggle(2 pts)

Almost always — I never get uninterrupted time(1 pts)

Q37.When your team disagrees on how to approach a problem, what is your typical role?

I facilitate — helping the group converge(5 pts)

I contribute strong views and shape the outcome(4 pts)

I explore all sides before offering my view(3 pts)

I stay quiet and go with the majority(2 pts)

I disengage from the disagreement(1 pts)

Q38.How would you describe your comfort with collaborative work versus independent work?

I thrive in both equally(5 pts)

I lean toward collaboration but can work alone(4 pts)

I lean toward independent work but can collaborate(3 pts)

I strongly prefer one and struggle with the other(2 pts)

One mode drains me significantly(1 pts)

YOUR BEHAVIOURAL & PRODUCTIVITY PATTERNS SCORE____ / 60

Dimension 4

Growth Gap & Aspiration Alignment

This dimension measures the distance between where you are and where you aspire to be. It surfaces the retention-relevant signals: role-fit, career motivation, and the delta between current opportunity and future ambition.

12 questions · Maximum score: 60 points

Q39.How well does your current role match the kind of work you want to be doing three years from now?

Excellent match — this is exactly the path(5 pts)

Good match — mostly aligned(4 pts)

Partial match — some overlap(3 pts)

Weak match — diverging paths(2 pts)

No match — this is not the path I want(1 pts)

Q40.When you look at the next possible role above yours, how attractive does it appear to you?

Very attractive — I want to grow into it(5 pts)

Attractive with reservations(4 pts)

Neutral(3 pts)

Unattractive — not what I want(2 pts)

I actively don’t want that role(1 pts)

Q41.In the past 12 months, how much has your capability grown through your work?

Substantially — I’ve gained major new skills(5 pts)

Meaningfully(4 pts)

Modestly(3 pts)

Very little(2 pts)

None — I feel stagnant(1 pts)

Q42.How clearly can you describe your career progression path within this organisation?

Very clearly — I know the next 2–3 steps(5 pts)

Clearly for the next step(4 pts)

Vaguely — some sense of direction(3 pts)

Unclear(2 pts)

There is no visible path(1 pts)

Q43.How often does your manager have meaningful career development conversations with you?

Multiple times a year(5 pts)

Once or twice a year(4 pts)

Only at appraisal time(3 pts)

Rarely(2 pts)

Never(1 pts)

Q44.How well does your current compensation reflect your contribution and market value?

Very well — I feel fairly rewarded(5 pts)

Reasonably well(4 pts)

Adequately — room for improvement(3 pts)

Poorly — below where I should be(2 pts)

Very poorly — significantly under-paid(1 pts)

Q45.How often do you learn something genuinely new through your work?

Weekly(5 pts)

A few times a month(4 pts)

Monthly(3 pts)

Occasionally(2 pts)

Rarely or never(1 pts)

Q46.When you consider your ideal working life, how close is your current situation to that ideal?

Very close — this is largely it(5 pts)

Close — some gaps(4 pts)

Halfway there(3 pts)

Far — significant distance(2 pts)

Very far — an entirely different life(1 pts)

Q47.How often, in the past 6 months, have you actively explored opportunities outside this organisation?

Never(5 pts)

Once, briefly(4 pts)

A few times(3 pts)

Regularly(2 pts)

Constantly — I’m actively looking(1 pts)

Q48.If you received an equivalent offer from a comparable employer tomorrow, how would you respond?

I would decline without much thought(5 pts)

I would consider it but likely stay(4 pts)

I would take it seriously and evaluate(3 pts)

I would probably accept it(2 pts)

I would accept immediately(1 pts)

Q49.Which best describes what you would need to feel meaningfully more engaged in your work?

Nothing significant — I’m already engaged(5 pts)

A clearer growth path(4 pts)

More challenging work(3 pts)

Better leadership or manager(2 pts)

A fundamentally different role or environment(1 pts)

Q50.How well does your work allow you to pursue what matters most to you outside of work (family, health, interests)?

Very well — healthy integration(5 pts)

Well — mostly balanced(4 pts)

Adequately — some compromise(3 pts)

Poorly — significant sacrifice(2 pts)

Very poorly — my life outside work suffers(1 pts)

YOUR GROWTH GAP & ASPIRATION ALIGNMENT SCORE____ / 60

Dimension 5

Team, Manager & Culture

Drawing on the Gallup Q12 engagement framework, this dimension assesses the human system around you — your immediate manager, your team, and the cultural signals of the wider organisation.

10 questions · Maximum score: 50 points

Q51.My manager clearly communicates what is expected of me.

Strongly agree(5 pts)

Agree(4 pts)

Neither agree nor disagree(3 pts)

Disagree(2 pts)

Strongly disagree(1 pts)

Q52.My manager genuinely cares about me as a person, not only as a resource.

Strongly agree(5 pts)

Agree(4 pts)

Neither agree nor disagree(3 pts)

Disagree(2 pts)

Strongly disagree(1 pts)

Q53.In the last month, I have received recognition or praise for doing good work.

Multiple times(5 pts)

At least once(4 pts)

Not sure(3 pts)

Not really(2 pts)

Definitely not(1 pts)

Q54.At work, my opinions seem to count.

Strongly agree(5 pts)

Agree(4 pts)

Neither agree nor disagree(3 pts)

Disagree(2 pts)

Strongly disagree(1 pts)

Q55.The mission or purpose of my organisation makes me feel my job is important.

Strongly agree(5 pts)

Agree(4 pts)

Neither agree nor disagree(3 pts)

Disagree(2 pts)

Strongly disagree(1 pts)

Q56.My colleagues are committed to doing quality work.

Strongly agree(5 pts)

Agree(4 pts)

Neither agree nor disagree(3 pts)

Disagree(2 pts)

Strongly disagree(1 pts)

Q57.I have a best friend or trusted colleague at work.

Strongly agree(5 pts)

Agree(4 pts)

Neither agree nor disagree(3 pts)

Disagree(2 pts)

Strongly disagree(1 pts)

Q58.How would you describe the culture of your immediate team?

High trust, high challenge — we push and support each other(5 pts)

Positive and supportive(4 pts)

Functional but transactional(3 pts)

Tense or political(2 pts)

Toxic or fear-driven(1 pts)

Q59.How well does your organisation live up to its stated values in day-to-day practice?

Very consistently — walk matches talk(5 pts)

Mostly consistently(4 pts)

Sometimes inconsistent(3 pts)

Frequently inconsistent(2 pts)

Values are just words — practice is different(1 pts)

Q60.Would you recommend this organisation as a place to work to a friend or family member?

Enthusiastically yes(5 pts)

Yes, with minor caveats(4 pts)

Neutral(3 pts)

Probably not(2 pts)

Definitely not(1 pts)

YOUR TEAM, MANAGER & CULTURE SCORE____ / 50

Final step

Informed Consent

I have read and agree to the informed consent above, and confirm my answers are honest and my own.

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