Well being test

For employees seeking a clearer view of workplace experience, the well being test takes two minutes and includes nine questions. It explores positive emotions, engagement, meaning, relationships, health, financial security, the physical environment, growth, and achievement, helping respondents understand their workplace profile and identify strengths or areas for thoughtful reflection about their professional life.

Questions: 92 minutes

Well being test: situation and reply bubbles

October 2, 2025October 2, 2025Material has been updatedOctober 2, 2025Material has been published

23,691 view

1,627 completions

1,371 likes

Daniel Hall Psychologist · Test reviewer

1,371 likes

Scale Explorer

How the Scales are Structured

Economic SecurityES

Measures an employee’s perceived financial stability and sense of protection from material risks at work and in the near future.

example score4/5

4/5High securityexample score

1 – 2.4Low security

2.5 – 3.4Moderate security

3.5 – 5High security

A score of 4 indicates a high sense of economic security, reflecting generally confident expectations about financial stability with minimal perceived material threats.

Physical EnvironmentPE

Assesses how comfortable, safe, and well-equipped the employee’s physical workspace feels.

example score3/5

3/5Adequateexample score

0 – 1Needs improvement

2 – 3Adequate

4 – 5Favorable

A score of 3 indicates the physical workspace is generally adequate, with some aspects that could be improved to better support comfort, safety, or equipment needs.

Growth OrientationGO

Measures an employee’s orientation toward learning, development, and openness to change at work.

example score2/5

2/5Moderateexample score

0 – 1Low

2 – 3Moderate

4 – 5High

A score of 2 suggests a moderate growth orientation, with some openness to learning and change but not consistently across situations.

HealthH

Assesses the employee’s subjective physical and mental well-being in the work context.

example score2/5

2/5Moderateexample score

0 – 1Low

2 – 3Moderate

4 – 5High

A score of 2 falls in the Moderate range, suggesting mixed or variable well-being with some signs of strain at times.

AccomplishmentA

Assesses how successful and accomplished a person feels in meeting their work goals and completing tasks.

example score2/5

2/5Moderateexample score

0 – 1Low

2 – 3Moderate

4 – 5High

A score of 2 falls in the Moderate range, suggesting a mixed sense of accomplishment with some goals met but overall satisfaction with results not consistently strong.

Work MeaningfulnessWM

Measures how meaningful and important an employee perceives their work to be in their life.

example score3/5

3/5Moderate meaningexample score

0 – 1Low meaning

2 – 3Moderate meaning

4 – 5High meaning

A score of 3 indicates a moderate sense of work importance, suggesting the job feels somewhat meaningful but not consistently central or strongly significant.

RelationshipsR

Measures how supported and valued an employee feels through connections with colleagues and management at work.

example score2/5

2/5Low supportexample score

0 – 2Low support

3 – 4Moderate support

5Strong support

A score of 2 suggests limited perceived support and fewer strong workplace connections compared with higher scores.

EngagementE

Measures how absorbed and interested an employee feels in their work activities, reflecting motivation and flow-like engagement.

example score2/5

2/5Moderateexample score

0 – 1Low

2 – 3Moderate

4 – 5High

A score of 2 indicates moderate engagement, suggesting some interest in work tasks but limited sustained absorption or flow.

Externally ComparableEC

This scale measures how objective conditions (e.g., health, physical environment, and economic security) influence perceived job satisfaction.

example score12/20

12/20Moderateexample score

4 – 9Low

10 – 14Moderate

15 – 20High

A score of 12 falls in the Moderate range, suggesting objective conditions are generally adequate but may include some areas that limit overall satisfaction.

Internal Social and Need Fulfillment Well-BeingISaNFWB

Measures perceived support, sense of purpose, and progress toward goals at work as reflected in relationships, meaning, and achievement.

example score10/15

10/15Moderateexample score

3 – 7Low

8 – 11Moderate

12 – 15High

A score of 10 falls in the Moderate range, suggesting generally adequate relationships, meaning, and goal progress with some areas that may benefit from additional support or clarity.

Internal Affective-Needs Well-BeingIANWB

Measures the intensity of positive emotions and engagement an employee experiences in their work activities.

example score7/10

7/10Moderateexample score

2 – 4Low

5 – 7Moderate

8 – 10High

A score of 7 indicates a moderate level of affective-need internal well-being, suggesting generally positive emotions and interest at work with some room to increase engagement.

Overall Employee Subjective Well-Being IndexOESWBI

Measures an employee’s overall subjective well-being at work, combining satisfaction, positive functioning, and workplace-related emotional experience.

example score30/45

30/45Moderate well-beingexample score

9 – 20Low well-being

21 – 33Moderate well-being

34 – 45High well-being

A score of 30 indicates moderate subjective well-being, suggesting generally stable functioning at work with some areas that may still benefit from support or improvement.

Positive EmotionsPE

Measures how often an employee experiences joy, pleasure, and other positive feelings in everyday work life.

example score3/5

3/5Moderateexample score

0 – 1Low

2 – 3Moderate

4 – 5High

A score of 3 indicates a moderate level of positive emotions at work, suggesting a generally positive mood with room to strengthen day-to-day enjoyment.

just completed the test

DATA-BASED USER COHORTS

Who Usually Takes This Test?

HR and People Ops

41%OF USERS

They use it to quickly gauge employee well-being, spot stress hotspots, and track the impact of new HR initiatives.

Team Leaders and Managers

34%OF USERS

They take it to understand morale and engagement in their teams and decide where support or workload changes are needed.

Employees in pulse checks

25%OF USERS

They complete it during workplace surveys to reflect how they feel at work and signal what helps or hurts their day-to-day experience.

BASED ON AGGREGATED, ANONYMIZED DATA FROM TENS OF THOUSANDS OF FREUDLY USERS.

Benchmarking

See How You Compare

Once you complete the test, your results are compared with real-world data from people in your country.
Below is a preview of how scores are typically distributed across each scale.

Shaded area — where most people score

Dot — the average

You — your score lands on each curve after the test— your score, after the test

Economic SecurityES

You?

Average3.4

Typical rangeTypical2.9 – 3.9

Possible1 – 5

Physical EnvironmentPE

You?

Average2.3

Typical rangeTypical1.6 – 2.9

Possible0 – 5

Growth MindsetGM

You?

Average2.9

Typical rangeTypical2 – 3.8

Possible0 – 5

HealthH

You?

Average2.2

Typical rangeTypical1.3 – 3.1

Possible0 – 5

AchievementA

You?

Average1.6

Typical rangeTypical0.8 – 2.4

Possible0 – 5

The importance of workTiow

You?

Average3.3

Typical rangeTypical2.7 – 3.9

Possible0 – 5

RelationshipsR

You?

Average2.2

Typical rangeTypical1.4 – 3

Possible0 – 5

EngagementE

You?

Average3.4

Typical rangeTypical2.7 – 4

Possible0 – 5

Visually comparableVc

You?

Average9.1

Typical rangeTypical6.7 – 11.4

Possible4 – 20

Social and needs-related internalSani

You?

Average11.3

Typical rangeTypical9.6 – 13

Possible3 – 15

Affective-need internalAi

You?

Average5.6

Typical rangeTypical4.1 – 7

Possible2 – 10

Composite Indicator of an Employee's Subjective Well-BeingCIoaESW

You?

Average27.1

Typical rangeTypical22.5 – 31.7

Possible9 – 45

Positive emotionsPe

You?

Average3.4

Typical rangeTypical2.6 – 4.2

Possible0 – 5

Featured On

SAMPLE QUESTIONS

Example Questions From the Test

- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree
- Strongly disagree
- Disagree
- Neither agree nor disagree
- Agree
- Strongly agree

These are 3 of the 9 real questions — the rest appear in the test. No sign-up needed to start.

WHAT THE TEST MEASURES

Well being test - Description and methodology of the test

well-being

arrange

positive psychology

job satisfaction

Employees who want to understand how work supports or drains them can use this well being test to review professional life as a whole. It suits people reflecting on satisfaction, energy, meaning, support, and working conditions. As an employee well being assessment, it turns everyday perceptions into a profile of strengths, tensions, and possible areas for change.

What This Assessment Explores

A workplace well-being questionnaire measures:

Economic Security (1-5) and Physical Environment (0-5) measure financial/workplace conditions: Low security 1-2.4/Moderate security 2.5-3.4/High security 3.5-5; Needs improvement 0-1/Adequate 2-3/Favorable 4-5.
Growth Orientation, Health, Accomplishment, Engagement, and Positive Emotions (0-5 each) measure development, health, achievement, interest/joy; bands: Low 0-1/Moderate 2-3/High 4-5.
Work Meaningfulness (0-5) and Relationships (0-5) measure importance/support: Low meaning 0-1/Moderate meaning 2-3/High meaning 4-5; Low support 0-2/Moderate support 3-4/Strong support 5-5.
Externally Comparable (4-20), Internal Social and Need Fulfillment Well-Being (3-15), Internal Affective-Needs Well-Being (2-10), and Overall Employee Subjective Well-Being Index (9-45) measure conditions, social fulfilment, affect, and overall well-being: Low 4-9/Moderate 10-14/High 15-20; Low 3-7/Moderate 8-11/High 12-15; Low 2-4/Moderate 5-7/High 8-10; Low well-being 9-20/Moderate 21-33/High 34-45.

Methodology and Evidence Base

The five-point response format asks respondents to rate agreement from Strongly disagree to Strongly agree; a few anchors use Completely agree. Responses are converted into domain scores and broader composite indices. The exact contribution of each answer is not established by the displayed ranges, so points should not be reverse-engineered from minimum and maximum values.

The PERMA+4 Short Scale is the closest published reference. Smolyanov and Gurieva (2025) examined a Russian version, while Donaldson, Donaldson, McQuaid, and Kern (2023) reported cross-cultural validation using item response theory. These studies provide evidence context, but they do not make this online presentation identical to either published form.

Used as a wellness test online, the results are best read as a current profile. Self-report can shift with workload, health, finances, management, and recent events, and the online scoring has no stated local norming sample. Compare patterns across dimensions rather than treating one band as a complete account of working life.

Author: Ed Diener, Martin E. P. Seligman

Literature:

Andrey Smolyanov and Svetlana Gurieva (2025). The Russian version of the "PERMA+4 Employee Subjective Well-being Short Scale". Psychology. Journal of the Higher School of Economics, 22(2), 261-287. 10.17323/1813-8918-2025-2-261-287
Scott I. Donaldson, Stewart I. Donaldson, Michelle McQuaid, and Margaret L. Kern (2023). The PERMA+4 Short Scale: A Cross-Cultural Empirical Validation Using Item Response Theory. International Journal of Applied Positive Psychology, 8, 555-569. 10.1007/s41042-023-00110-9

Updated: 2025-10-02