Quick Workforce Performance Check

Welcome. This quick check helps you reflect on current workforce performance maturity.

Your result is a starting point / indicator, not a final judgement.

Q1. How clearly is workforce development linked to your organisation’s current priorities?* This field is required.Strategic Alignment

A. It is mostly reactive or unclear.

B. Some links exist, but they are inconsistent.

C. It is usually linked to clear priorities.

D. It is fully integrated into strategic planning and decision-making.

Q2. Before training or development is commissioned, how clearly are the intended outcomes defined?* This field is required.Strategic Alignment

A. Outcomes are rarely defined.

B. Outcomes are sometimes discussed but not consistently used.

C. Outcomes are usually defined before activity begins.

D. Outcomes are clear, measurable and reviewed after delivery.

Q3. How confident are you that development is designed and delivered by people with the right expertise and context?* This field is required.Delivery & Capability

A. Confidence is low or variable.

B. Some delivery is strong, but quality is inconsistent.

C. Most delivery is credible and relevant.

D. Delivery is consistently high-quality, contextualised and outcome-focused.

Q4. How well do managers support development before, during and after delivery?* This field is required.Delivery & Capability

A. Managers are rarely involved.

B. Manager involvement is inconsistent.

C. Managers usually support and reinforce development.

D. Managers actively prepare, reinforce and evidence application.

Q5. How often does learning translate into visible changes in day-to-day practice?* This field is required.Application & Behaviour Change

A. Rarely or not clearly.

B. Sometimes, but it depends on the team or manager.

C. Often, with examples of changed behaviour.

D. Consistently, with behaviour change embedded across teams.

Q6. What usually happens after training or development activity?* This field is required.Application & Behaviour Change

A. Little or no follow-up.

B. Some informal follow-up.

C. Planned follow-up through managers or review points.

D. Structured reinforcement, review and evidence gathering.

Q7. How well can you evidence the impact of workforce development beyond attendance or satisfaction?* This field is required.Performance & Outcomes

A. We struggle to evidence impact.

B. We have some feedback but limited outcome evidence.

C. We can show some changes in confidence, behaviour or performance.

D. We can evidence measurable, sustained improvement.

Q8. How is evidence used after development activity?* This field is required.Performance & Outcomes

A. It is rarely collected or used.

B. It is collected but not always acted on.

C. It informs some future decisions.

D. It actively shapes investment, planning and continuous improvement.

Q9. Who owns the outcomes from workforce development?* This field is required.Systems & Accountability

A. Ownership is unclear.

B. Ownership sits with individuals but is inconsistent.

C. Ownership is usually clear across HR, L&D, managers or leaders.

D. Ownership is embedded in roles, systems and governance.

10. How consistently are development needs identified, commissioned and reviewed?* This field is required.Systems & Accountability

A. Processes are reactive or inconsistent.

B. Some processes exist but are not followed consistently.

C. Processes are generally clear and used.

D. Processes are embedded, reviewed and continuously improved.

Would you like us to email you a copy of your result and related tools?* This field is required.Providing contact details is optional. Either way you will get the results from this performance check, but further insight and tools are given by email.

Yes, email me my result

No thanks, just show my result

Email* This field is required.

example@example.com

Full Name* This field is required.