Manager and Human Relations Test

Understand your workplace attitude toward coworkers and direct reports in about 15 minutes. 80 quick items reveal strengths and blind spots so you can lead and collaborate more effectively.

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Questions: 8015 minutes

Hi! My name is Freudly, i am an AI therapist, I will give you an interpretation of the test after you complete it.

08:30

October 2, 2025

October 2, 2025
Material has been updated

October 2, 2025
Material has been published

28,125 views

3,551 completion

3,106 likes

Verified by Daniel Hall

Psychologist with 25 years of experience

Scale Explorer

How the Scales are Structured

example score

55/80

Number of Correct Responses (NoCR)

Measures how many items were answered in line with the test key, reflecting accuracy in understanding human-relations statements.

Low

Moderate

High

0 – 26: Low | 27 – 53: Moderate | 54 – 80: High

A score of 55 falls in the High range, indicating a relatively strong number of key-aligned responses on this test.

example score

50/95

Standard Score (SS)

Measures a manager’s interpersonal competence and effectiveness in working with others compared with a large managerial norm group.

Needs development

Typical range

Strong

5 – 25: Needs development | 26 – 74: Typical range | 75 – 95: Strong

A score of 50 falls in the Typical range, suggesting interpersonal effectiveness that is broadly in line with most managers, with room for targeted refinement.

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DATA-BASED USER COHORTS

Who Usually Takes This Test?

New and aspiring managers

41%OF USERS

People stepping into leadership use it to check how their attitude toward others affects trust, motivation, and day-to-day team interactions.

HR and L&D specialists

34%OF USERS

People in talent and development use it to spot interpersonal strengths and blind spots that may impact collaboration, coaching, or culture.

Team members in conflict

25%OF USERS

Employees facing tension with colleagues or supervisors take it to understand their own communication style and where it may come across as critical or closed off.

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

RESULTS YOU CAN ACTUALLY USE

Scale Results
— Explained Clearly

Your scores across each test scale are translated into plain, usable insights. You won’t just get numbers — you’ll learn how your results impact your daily life, emotional state, and overall well-being.

AI-Powered
Interpretation

You’ll receive a structured, clinically-grounded explanation. Our AI analyzes patterns and relationships between scales to provide a coherent interpretation, without exaggerated language.

Statistical
Comparison

See how your results compare to others. Anonymized platform data is used to create a percentile scale, which identifies whether your results are typical.

Practical
Recommendations

You’ll receive clear, actionable guidance tailored to your profile. These easy-to-implement suggestions focus on coping, self-regulation, and realistic next steps.

AI-Powered
Insights

Get insights on behavioral and thought patterns you might not notice on your own. By uncovering subtle connections between your responses, you’ll better understand what may be driving your current results.

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Clarify, reflect, and explore your results right away. Talk through your experience, ask questions, and explore meanings in a calm, non-diagnostic dialogue.

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Used in 52+ countries

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.

Number of correct answers (Noca)

Average

38.4

Normal range

26.9 — 49.9

min.

max.

Majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear on the scale so you can see how you compare.

Standard assessment (Sa)

Average

67.9

Normal range

53.3 — 82.5

min.

max.

Majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear on the scale so you can see how you compare.

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CLEAR ANSWERS TO COMMON QUESTIONS

Frequently Asked Questions

What does this assessment measure?

It measures attitudes and expectations in interactions with colleagues, supervisors, and direct reports. It reflects general interpersonal stance rather than job knowledge.

How long does it take and how many items are included?

Estimated completion time is about 15 minutes. The questionnaire includes 80 items.

How should items be answered?

Select the response that best matches typical reactions in workplace situations. Answer all items and avoid overthinking individual statements.

How are scores interpreted?

Higher scores indicate a more positive or accepting orientation toward others, while lower scores indicate a more critical or distrustful orientation. Either pattern may be adaptive depending on role demands and context.

What are appropriate uses of the results?

Results can guide feedback, coaching, and targeted skill development in communication and leadership. They are not intended as a clinical diagnosis or a stand-alone decision tool.

WHAT THE TEST MEASURES

About This Assessment

Manager and Human Relations Test - Symptoms and Signs

management

This instrument is designed to assess interpersonal attitudes relevant to workplace relationships, including how an individual typically views and approaches colleagues, supervisors, and direct reports. Manager and Human Relations focuses on identifying general relational orientations rather than technical knowledge, using self-report responses to statements about communication and interaction.

The measure consists of 80 items and typically requires about 15 minutes to complete. Results are commonly interpreted along a continuum from more positive, open attitudes toward others to more critical or distrustful perspectives, with clinical judgment used to consider situational fit and potential response bias.

Manager and Human Relations may be used in organizational or coaching contexts to support discussion of communication style, relational strengths, and potential barriers to effective collaboration or leadership. Scores should be interpreted in conjunction with other assessment data and the individual’s role demands.

Author: rensis-likert

Literature: Yukl, G. Leadership in organizations. Prentice Hall. 1998.

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