Workplace Well-Being & Performance Assessment

Quiz Questions

• 1.
  Which of these best describes your current role?

  • A.
    CEO
  • B.
    Executive Leadership
  • C.
    HR / People & Culture Operations
  • D.
    Department Head
  • E.
    Business Owner / Founder
• 2.
  Do you currently have access to HR or workforce metrics for your team (e.g., turnover rates, engagement scores, absenteeism)?

  • A.
    Yes — I have up-to-date metrics
  • B.
    No — I don’t have access to this information
• 3.
  If yes, what metrics do you currently track? (Select all that apply)

  • A.
    Employee engagement or satisfaction scores
  • B.
    Turnover / retention rates
  • C.
    Absenteeism or sick days
  • D.
    Productivity or output measures
  • E.
    Professional development participation
  • F.
    None of the above
  • G.
    I don't know, not applicable to my role
• 4.
  If yes, how would you rate the results of those surveys?

  • A.
    Strong — surveys gave us actionable insights and led to visible improvements
  • B.
    Moderate — we got some useful feedback, but changes have been inconsistent
  • C.
    Limited — we gathered data but didn’t see much follow-through or impact
  • D.
    Poor — surveys caused frustration or distrust, with little to no change
• 5.
  Has your organization currently conducted employee surveys in the past 12 months? If yes, which surveys? (Select all that apply)

  • A.
    Annual or semi-annual employee engagement survey
  • B.
    Pulse surveys (short, frequent check-ins)
  • C.
    Health and safety climate surveys (common in Canadian workplaces)
  • D.
    Psychological Health & Safety Standard (CSA Z1003) assessment
  • E.
    360-degree leadership feedback
  • F.
    Diversity, equity, and inclusion (DEI) survey
  • G.
    None of the above
• 6.
  Based on these metrics, what is your biggest people-related challenge right now? Select all that apply

  • A.
    Retaining Top Talent
  • B.
    Developing & Supporting Top Talent
  • C.
    Reducing Burnout and Stress Across Teams
  • D.
    Strengthening Collaboration and Engagement
  • E.
    Future-Proofing Through Change Agility
  • F.
    Sustaining Current High Performance Without Burnout
  • G.
    High Turnover and Constant Backfilling
  • H.
    Fixing Toxic Culture or Low Morale
• 7.
  How would you describe the general mood/ morale in your workplace?

  • A.
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    Positive
  • B.
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    Neutral – people get things done, but don’t seem overly inspired
  • C.
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    Negative – frustration or withdrawal are common
• 8.
  How often do strong team members leave the organization?

  • A.
    Rarely – people tend to stick around and grow with us
  • B.
    Occasionally – we see some turnover, but it’s manageable
  • C.
    Frequently – it feels like we’re always replacing people
  • D.
    Constantly - the best people seem to never stick around
• 9.
  How often do employees move into new roles or expand their skills?

  • A.
    Often – growth is encouraged and supported
  • B.
    Occasionally – but not consistently
  • C.
    Rarely – most stay in the same role without much development
• 10.
  When a new initiative or change is introduced to your team what’s the reaction?

  • A.
    Positive curiosity and willingness
  • B.
    Cautious but willing
  • C.
    Resistance, skepticism, or silence
• 11.
  You notice your team has a free hour between meetings. What do they do?

  • A.
    Quietly catch up or browse without much energy
  • B.
    Ghost—people vanish, disengage, or "just get through"
  • C.
    Jump into passion projects or proactively collaborate
  • D.
    Not applicable to my role or team
• 12.
  How often are your 1:1s focused on growth, well-being, and development (beyond project updates)

  • A.
    Consistently — growth, goals, and well-being are central
  • B.
    Sometimes — depends on the leader or employee
  • C.
    Rarely — mostly surface-level updates and task check-ins
  • D.
    Not currently part of our practice / not applicable to my role
• 13.
  Are your projects typically delivered on time, budget and meet the desired outcome? 

  • A.
    Yes, Projects are proactive, smooth, and collaborative
  • B.
    Sometimes Most things get done, but it's often reactive or chaotic
  • C.
    We often struggle to deliver Deadlines slip, things fall through the cracks, or energy is constantly low
  • D.
    Not applicable to my role or team
• 14.
  On a scale of 1-5 : How aligned is your organization around wellness goals and people-first practices?

  • A.
    1 – Not Aligned at All Wellness and people-first practices are not a focus; if they’re mentioned, they’re rarely acted on.
  • B.
    3 – Partially Aligned Wellness and people-first practices are discussed and occasionally integrated, but not yet embedded in daily operations or culture.
  • C.
    2 – Minimal Alignment Some awareness of wellness and people-first values exists, but efforts are inconsistent or mostly surface-level.
  • D.
    4 – Strong Alignment Wellness and people-first approaches are actively supported and visible in how the organization operates.
  • E.
    5 – Fully Aligned Wellness and people-first practices are at the heart of the organization’s identity—deeply embedded, consistent, and championed at every level.

Quiz Outcomes

• 1.
  🔴 Critical Zone

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  Where Your Organization Stands: 🔴 Your results show that hidden stressors and disengagement are taking a toll. Culture and performance may be under strain, with well-being challenges quietly eroding both morale and business outcomes.💡 Your Organization isn't the only oneDid you know? Nearly 1 in 4 Canadian employees report experiencing high or extreme work stress (Statistics Canada, 2023). Based on your results, your organization is likely seeing the ripple effects of this reality first-hand.How can you tell? You may already be noticing the strain, and dealing with increased sick days, higher turnover among strong contributors, or morale that feels harder to sustain. Stress and disengagement are silently draining energy from your teams — and you’re left managing both the people impact and the operational cost.Impact on Your PeopleBurnout is likely showing up as fatigue, lower creativity, or presenteeism.Trust and collaboration may be weakening, making engagement fragile.Employees who stay may be doing so in “survival mode,” delivering output but losing motivation.Impact on the BusinessDisengaged employees cost organizations an estimated 18% of their annual salary in lost productivity. Burned-out employees are 2.6× more likely to leave, driving up recruiting and onboarding costs.Innovation and agility drop when teams are operating reactively instead of strategically.Why It MattersThis isn’t just a “people” problem — it’s a business infrastructure challenge. Left unchecked, these dynamics affect retention, profitability, and long-term growth. Don’t Panic — That’s Why We’re HereTurning around cultures under pressure is exactly what we do. With the right expertise and frameworks, challenges like disengagement, burnout, and turnover can be addressed faster — and more effectively — than most leaders realize. Our approach combines experience with evidence-based strategies, making it possible to stabilize performance, restore energy, and put your organization back on the path to thriving.Suggested Next StepsThe results show that timely action is needed — but the good news is, effective frameworks already exist to help organizations stabilize culture and performance. Our team brings decades of experience helping leaders rebuild engagement, improve performance, and strengthen culture — and we’ve likely seen organizations in tougher spots than yours.Here are two practical ways to begin:💥 Host a 60-Minute Virtual Lunch & Learn for your leadership team. An interactive session with Matt Devine that introduces neuroscience and wellness-based strategies leaders can use and implement right away to reduce burnout, strengthen connection, and re-energize teams.Book a Lunch & Learn💥 Request a Comprehensive ConsultationA focused 1:1 consultation designed to address your organization’s critical metrics — from turnover drivers to engagement gaps — and translate them into corrective strategies. The outcome: a practical roadmap to improve retention, strengthen resilience, and enhance long-term performance.Book a 1:1 Consultation
• 2.
  🟠 Vulnerable Zone

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  Where Your Organization Stands🟠 Your results suggest that while your organization is functioning, the pressure is building. Employees are delivering, but cracks are starting to show — inconsistent morale, rising turnover among strong contributors, or teams that feel more reactive than innovative.💡 Your Organization Isn’t the Only OneDid you know? More than 60% of Canadian workers say they’ve experienced burnout in the past year (Canadian Mental Health Association, 2023). Many organizations find themselves in this “middle zone” — not broken, but not thriving either.How You Can TellYou may be noticing strong performers leaving, uneven engagement scores, or more conversations about stress and workload. The strain isn’t always obvious day-to-day, but the early warning signs are there.Impact on Your PeopleEngagement and motivation may fluctuate week to week.Signs of stress (fatigue, absenteeism, presenteeism) are becoming more common.Managers may be stretched thin, focusing on urgent tasks over long-term resilience.Impact on the BusinessDisengaged employees cost Canadian employers billions annually through lost productivity and turnover.Teams in this zone are more likely to fall into a “just get it done” mindset, slowing innovation.Strategic priorities risk being overshadowed by short-term demands.Why It MattersThis middle stage can be deceptively costly. Because the issues aren’t yet critical, organizations delay action — but the hidden costs continue to climb. The upside? Small, targeted interventions now can create rapid improvements in engagement, resilience, and culture.Next Step: Strengthen Before It SlipsOne of the best ways to start strengthening your culture is through a 60-minute virtual Lunch & Learn with Matt Devine, Co-Founder of Heroes Unleashed. Matt brings neuroscience-backed strategies and decades of leadership experience to help teams reframe stress, rebuild energy, and re-engage in ways that stick.Your leadership team will leave with practical steps to prevent burnout from spreading and to turn “good enough” into thriving.👉 Book a Lunch & Learn to Re-Energize Your Team HERE
• 3.
  🟢 Thriving Zone

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  Where Your Organization Stands🟢 Your results show that you’ve built a strong foundation — your people are engaged, resilient, and motivated, and the culture you’ve created is fueling both performance and well-being. This is the zone every organization strives for.💡 Your Organization Isn’t the Only OneDid you know? Canadian companies with strong cultures and engaged employees see up to 3× higher retention and 23% greater profitability (Conference Board of Canada, Gallup). You’re already demonstrating the power of putting people first.How You Can TellYou likely notice higher discretionary effort, better collaboration, and employees who take pride in their work. Your culture feels more like an advantage than a liability.Impact on Your PeopleEmployees show resilience, motivation, and a willingness to go the extra mile.Leaders model well-being and set the tone for sustainable performance.Psychological safety and trust are enabling innovation and creativity.Impact on the BusinessThriving organizations outperform peers on retention, productivity, and innovation.Strong cultures reduce turnover and healthcare costs while boosting employer brand.Your ability to attract and keep top talent is a direct competitive advantage.Why It MattersThriving isn’t a finish line — it’s something to protect and strengthen. Even the healthiest cultures can erode without ongoing investment, especially during times of change or growth.Next Step: Protect and Scale What You’ve BuiltThe opportunity now is to future-proof your culture so it can withstand transitions, growth, and uncertainty. One simple way to keep building momentum is through a 60-minute virtual Lunch & Learn with Matt Devine, Co-Founder of Heroes Unleashed.Matt will share science-backed strategies to sustain engagement and resilience — helping you lock in your advantages and prepare for whatever comes next.Your leadership team will leave inspired, energized, and equipped with practical tools to keep your people and performance thriving.👉 Book a Lunch & Learn to Protect Your Culture HERE