Before you begin
Answer Yes only where the statement generally describes everyday practice. If you do not know, mark No for now and identify what you need to clarify. This treats uncertainty as a discussion point, not evidence of wrongdoing.
The questions and score bands are an editorial reflection guide. They have not been scientifically validated. Do not use the result to rank employees, decide employment outcomes or claim legal compliance.
Your ten questions
One point is counted for each Yes. Answer all ten questions to see your result automatically. This checklist does not save or send your selections.
Answer all ten questions to see your result. 0 of 10 answered.
To calculate your result without JavaScript, count one point for each Yes and compare the total with the score bands below.
What your score suggests
8–10: Healthy foundations
Your answers suggest that many useful habits are in place. Read this as an indication of foundations, not proof that everyone has the same experience. Review every No, invite another perspective and choose one improvement to maintain trust.
5–7: Needs attention
Several useful habits may be inconsistent or unclear. Identify two gaps that affect daily experience, such as reporting responsibilities or follow-up. Agree an owner, a practical action and a date to check what changed.
0–4: At risk
Your answers suggest substantial gaps in the basics or uncertainty about how they work. Start with clear reporting contacts, understandable expectations and a safe route to raise concerns. Involve leadership and HR in reviewing the process. The label describes potential process gaps, not the character of your people.
Turn the result into a practical next step
Choose one question answered No. Ask what would need to happen for a confident Yes. Write down the action, the person responsible and when you will review it.
For example: “Publish the reporting contact and backup, check that every shift understands the route and review unanswered messages at the next team catch-up.” This is an illustration, not a prescribed solution for every workplace.
Repeat the reflection after people have had a reasonable opportunity to experience the change. Keep the date and context with the score. A higher score should reflect a better experience, not pressure to answer differently.
Use different perspectives respectfully
If leaders and employees answer differently, explore examples without asking people to disclose private histories publicly. Someone can understand a process and still have experienced it differently.
Discuss themes in a group and offer a private route for individual concerns. Do not collect names, health details or personal explanations merely to complete this exercise. A low score is a reason to improve a process, not identify someone to blame.
Frequently asked questions
Is this a validated assessment?
No. The questions and bands are editorial reflection prompts, not research-based diagnostic thresholds.
Does a healthy score mean there are no problems?
No. A total can hide a serious concern or a different experience in one team. Review each question, not just the score.
Can employees use it?
Yes. Use your own experience and raise questions through an appropriate route. You do not need access to colleagues’ personal records.
Where do my answers go?
The checklist does not submit or save your selections. No account or contact details are required.
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