Diagnostic tools
The People Ops assessment
Ten modules, scored on the same 0–5 Future of Work scale we use in paid engagements. Answer what's relevant, skip what isn't, and get a prioritised plan across three horizons.
How it works
Three things worth knowing first
0–5, per driver
Each module asks about specific drivers rather than opinions. Answers map to a 0–5 scale where 5 means advancing the future of work, and modules are averaged into an overall score out of 100.
A three-horizon plan
Your strongest area, your biggest opportunity, and sequenced moves at 2, 6, and 12 months — each with why it matters, what it takes, and how you'd measure it.
Stays in your browser
Answers are saved locally so you can stop and come back. Nothing reaches us unless you choose to send it — there's no tracking pixel and no hidden submission.
Begin
Score your people infrastructure
Work through the modules in any order. Your report builds live below as you answer, and you can print it or save it as a PDF when you're done.
What this is, and isn't
An honest read on a self-assessment
A self-assessment measures what you believe is true about your organization. That's genuinely useful — it surfaces blind spots fast and it's free. It is not the same as evidence.
In a paid audit we validate the same drivers against your actual artefacts: we read the handbook, sample the personnel files, look at the rubrics your interviewers really use, and pull turnover by manager and tenure. Leaders consistently score their organizations higher than the documents support — not from dishonesty, but because the gap between an intended process and a practised one is invisible from the top.
Use this to find where to look. Use the audit to find out what's there.
Want the version with evidence behind it?
A full audit validates every driver against your real artefacts and data, and comes back as a scored report with a costed plan.