Workplace WellBeing Assessments

Most assessments take between 15 and 20 minutes to complete. They consist of questionnaires covering aspects of workplace wellbeing and can be completed in a single sitting or resumed later if required.

The assessments are designed for both individuals and organisations. Individuals can use the assessments to better understand their experience at work, identify factors affecting their wellbeing, and guide personal development. Organisations can use aggregated results to monitor workforce wellbeing, identify organisational priorities, evaluate interventions, and support healthier working environments.

This assessment is still in development and is not live yet, so no results data is collected or stored through it today. When it launches, your data will be encrypted and stored securely, your results will be visible only to you unless you choose to share them, and we will follow strict data privacy protocols and never share your individual data with third parties. You will be able to request access to your data or ask for it to be deleted at any time by contacting us directly. See our Privacy Policy and our Ethical Standards and BPS Compliance page for more detail.

No. These assessments are organisational tools designed to measure workplace wellbeing, not clinical instruments. They do not diagnose any psychological condition or medical issue. If results raise concerns about your mental health, we recommend speaking with a qualified clinical professional.

Yes. Your report explains results across each wellbeing dimension, identifies strengths and priority areas, and provides personalised recommendations and development resources to help improve your experience at work. Recommendations may also include coaching or organisational interventions.

Yes. We provide aggregate reports that maintain individual privacy while giving HR teams and leaders the data they need to design targeted wellbeing initiatives and organisational health interventions.

No. Assessment identifies where problems exist. Action addresses them. Used alongside coaching, development programmes, or organisational interventions, results become a practical foundation for meaningful change.

No. Wellbeing assessments should never be used as the basis for hiring, promotion, or any employment decision. Using wellbeing data in this way is not considered best practice and may carry legal risk under UK employment law, including the Equality Act 2010.

We are committed to making assessments accessible. If you have a condition, disability, or neurodevelopmental difference that may affect your experience, contact us at hello@the-innerview.com before starting. We will discuss adjustments such as extended time or alternative formats where possible.

The assessments measure six aspects of workplace wellbeing: [1] burnout, [2] work engagement, [3] organisational commitment, [4] work-life balance, [5] job satisfaction, and [6] job crafting. Together they provide a comprehensive picture of how people tend to experience work, highlighting both the factors that support organisational health and those that may increase risk over time.

No. Your individual results are private to you and are visible only to you unless you choose to share them. When an organisation runs a wellbeing programme, it receives aggregate, anonymised reports that show overall patterns across a group, never the responses of any individual. This protects your privacy while still giving the organisation what it needs to act.

Workplace wellbeing describes how people tend to experience and function within their work environment. It includes factors such as engagement with their role, satisfaction with their work, ability to balance work and personal demands effectively, and commitment to the organisation's purpose and values. In contrast, mental health is a broader clinical concept concerned with psychological conditions and their assessment, diagnosis, and treatment. Our assessments focus exclusively on workplace wellbeing. They are not clinical tools and do not diagnose any condition. If results from the assessment raise concerns about mental health, we recommend speaking with a qualified clinical professional.

The wellbeing assessment provides a starting point for development rather than an end in itself. For example, individuals receive detailed feedback and personalised recommendations, while organisations can use the findings to develop action plans, review workplace practices, support managers, introduce targeted wellbeing initiatives, and monitor progress through follow-up assessments.

Workplace wellbeing changes over time as organisations, teams, and job demands evolve. Many organisations assess wellbeing every six to twelve months, or following significant organisational change, to monitor trends, evaluate interventions, and identify emerging risks before they become more serious.

Results point to where to focus, whether that is workload and role design, management support, recognition, or work-life balance. From there, targeted action makes the difference: adjusting how work is organised, developing managers, and supporting individuals through coaching or short development courses.

Yes. Wellbeing assessment works best when people take part willingly and answer honestly, which depends on trust and clear communication about how results will be used. Individual privacy is protected throughout, and the purpose is to understand and support wellbeing, not to monitor or judge.