What is employee support?
Employee support is the extent to which leadership values contribution, responds to wellbeing and obstacles, and provides fair conditions and resources for sustainable work.
Examine whether people experience care, fairness, workable conditions, and access to support—not whether they perform happiness.
Answer as you are today
Choose the answer that best describes your recent behaviour at work. No email required.
What does employee support mean?
Employee support is the extent to which leadership values contribution, responds to wellbeing and obstacles, and provides fair conditions and resources for sustainable work.
Why it matters at work
Leaders influence support but cannot diagnose happiness from visible mood. Useful evidence comes from safe dialogue, workload and resource patterns, retention signals, and whether people can raise concerns without retaliation.
What this assessment measures
Voice & psychological safety
Making it safe to surface concern, strain, disagreement, and needed support.
Workable conditions
Aligning workload, role clarity, flexibility, resources, and recovery with sustainable performance.
Care & fairness
Applying support consistently while responding to different needs and protecting privacy.
How to interpret your score
Your overall result is normalised to a 0–100 scale. Use it to choose a practice area, not to compare your worth with somebody else.
Build your employee support foundation
Your answers identify situations where one visible practice could make this capability more dependable.
A developing employee support pattern
You use this capability in some conditions. Begin with the dimension that becomes least reliable under pressure.
A strong employee support pattern
Your answers suggest a reliable pattern. Keep testing it against harder work and feedback from people affected.
Designed for reflection, not diagnosis
The ten behaviour-based statements cover 3 practical dimensions. Responses run from “Never” to “Almost always”; negatively worded items are reverse-scored. Overall and dimension results are converted to a 0–100 scale. The assessment is educational and has not been psychometrically validated.
Read the full assessment methodology and editorial standards.
Research that informed this page
Robert Eisenberger, Robin Huntington, Steven Hutchison, and Debora Sowa (1986), “Perceived Organizational Support”, Journal of Applied Psychology.