Well being test

The well-being test is a multi-dimensional self-report instrument built on Seligman's PERMA model and extended with four additional domains — physical health, economic stability, loneliness, and negative emotions — to produce a comprehensive profile of how employees are flourishing at work. Each domain yields an independent score, revealing precisely where subjective well-being is strong and where it is being undermined by specific workplace or personal factors.

Why Take a Well-Being Test

Workplace wellness programs often rely on broad satisfaction scores that cannot identify which specific domain — meaning, engagement, relationships, or physical health — is driving distress or disengagement. A structured well-being assessment based on the PERMA model gives organizations and individuals actionable, domain-specific data rather than a single number that obscures the real picture.

A well-being questionnaire like this one is used by HR teams, occupational psychologists, and coaches to benchmark employee well-being, identify at-risk groups, and track the impact of workplace interventions over time. For individuals, results provide a clear starting point for understanding what is draining energy and what is already supporting flourishing in their work life.

What the Assessment Measures

• Positive Emotions (P) — the frequency of positive emotions such as joy, gratitude, and contentment experienced in the work context, a core indicator of subjective well-being.
• Engagement (E) — the degree of absorption and involvement in work tasks, including experiences of flow and intrinsic motivation.
• Relationships (R) — the quality of social connections at work, including perceived support, trust, and belonging within teams.
• Meaning (M) — the extent to which work is experienced as purposeful and aligned with personal values, a key driver of long-term psychological well-being.
• Accomplishment (A) — perceived progress toward meaningful goals and a sense of achievement in one's professional role.
• Physical Health, Economic Stability, Loneliness, Negative Emotions (+4) — four additional domains that extend the original PERMA model to capture material and physical factors known to significantly influence employee flourishing and life satisfaction.

Who This Assessment Is For

The well-being test is appropriate for employees, managers, and HR professionals who want a structured, evidence-based snapshot of how individuals or teams are thriving at work. Organizations use it to measure the impact of wellness initiatives, identify disengagement risk, and prioritize where to direct support resources. Coaches and occupational psychologists use the PERMA+4 well-being assessment during intake to map the specific domains driving burnout, low motivation, or reduced performance. The questionnaire is straightforward to complete — respondents simply rate how often they experience each described state — and requires no prior knowledge of positive psychology.

Clinical Validity and Use in Practice

The PERMA+4 framework extends Seligman's validated PERMA model with four empirically supported additional domains, producing a richer and more ecologically valid measure of employee well-being than single-dimension scales. Research using PERMA-based instruments consistently shows strong associations between domain scores and outcomes including job performance, absenteeism, burnout, and life satisfaction. Results should be interpreted as indicators of current subjective well-being and are most useful when reviewed alongside job role context, recent life events, and organizational data. Repeated administration using consistent instructions allows the instrument to track meaningful change over time, making it a practical tool for evaluating the effectiveness of workplace wellness programs.