How the assessments work
Understand what each assessment measures.
TrueStep HR assessments use realistic workplace situations and research-informed scoring to help you understand how you make decisions at work. Your results highlight strengths and areas to develop. Here you can see what each assessment measures, how it is scored, and what your report includes.
How we develop assessments
Manager Readiness Assessment
Six core frontline management skills
What it covers
- Moving from individual work to leading a team
- Setting expectations and keeping people aligned
- Coaching employees and supporting their development
- Addressing performance concerns fairly and promptly
- Delegating responsibility and checking progress
- Planning work and adjusting priorities
Decisions frontline managers face
Practice decisions involving expectations, performance, delegation, and team priorities.
Each question presents a realistic workplace situation with several possible responses. Your choices contribute to scores across six management skills drawn from frontline responsibilities. Experienced frontline managers reviewed the scenarios, and answer choices appear in a different order each time. Use your results to reflect on your management decisions and plan development. The assessment is intended for development, not hiring, promotion, or selection. You can read about the scoring research in Situational judgment and maturity stages.
See how your management skills compare.
Your report shows how your scores compare across six management areas. It also includes a management profile, a development plan, and specific actions you can take this week.
Turn your results into a development plan.
Your development plan connects each priority with relevant TrueStep HR tools, scripts, and templates. You can discuss your results with a mentor or your manager, then retake the assessment in a few months to compare your choices and see how your approach has changed.
EQ at Work
Compare your decisions in workplace scenarios with how you see yourself.
EQ at Work has three workplace scenario sections and a separate self-view section.
Research and scoring
Your scenario responses and self-view are scored and reported separately.
How it works
In Reading emotions, you choose among four possible emotions in workplace situations. One answer is scored as correct, using scoring keys informed by published emotion appraisal research. Steadying yourself and Handling the moment use situational judgment questions. Each response receives an effectiveness weight informed by emotion regulation research.
What it covers
The fourth section, How you see yourself, captures your own perspective. Your report presents your self-view and scenario results separately, then compares the two.
Manager View of Team Conditions
Reflect on communication, trust, and expectations within your team.
Your results cover four areas of communication, trust, and expectations within your team.
Research and scoring
The assessment draws on Amy Edmondson's 1999 research on psychological safety. Her work describes a shared belief that people can take interpersonal risks within a team.
How it works
Twenty original questions cover speaking up, acknowledging mistakes, asking for help, and respecting different perspectives. The questions also examine how managers balance psychological safety with clear expectations.
What it covers
Your results cover four areas: Speaking Up, Mistakes and Learning, Help and Respect, and Standards With Safety.
Conflict at Work Check
See how you approach workplace disagreements and compare your scenario responses with your self-view.
The Conflict at Work Check presents twenty realistic workplace disagreements and scores your responses across four areas.
Research and scoring
The Conflict at Work Check draws on the dual-concern model of conflict, which describes five approaches to handling disagreement. Its scoring also uses Fisher and Ury's interest-based negotiation research and findings on de-escalation techniques such as pacing and paraphrasing.
How it works
Choose how you would respond in each of twenty realistic workplace disagreements. Each response receives an effectiveness weight based on the supporting research.
What it covers
Your results cover Raising It Early, Staying Steady, Working the Problem, and Repair and Follow-Through.
Clinic Manager Assessment
Make decisions during a busy clinic day and compare your choices with your self-view.
The Clinic Manager Assessment uses twenty scenarios covering four areas of clinic management.
Research and scoring
The Clinic Manager Assessment draws on nursing leadership research, including the 2018 systematic review by Cummings and colleagues. It also uses Gallup research on structured selection and findings on first-year employee retention. The 2026 NSI healthcare report found that 29.5% of hospital new hires left within their first year.
How it works
Handle twenty familiar clinic situations, including two call-outs on Monday, an employee resignation, provider disagreements, and rising no-show rates. Each response receives an effectiveness weight based on the supporting research.
What it covers
Your results cover Coverage and Scheduling, Hiring and First-Year Retention, Performance and Conflict, and Running the Numbers.
Warehouse Supervisor Assessment
Work through a warehouse shift and compare your decisions with your self-view.
The Warehouse Supervisor Assessment takes you through twenty scenarios across five areas of warehouse supervision.
Research and scoring
The Warehouse Supervisor Assessment draws on research about frontline management in warehousing and distribution. Min (2007) examines the effect of daily management practices on warehouse employee turnover. Gallup research on employees promoted into management roles also informs the assessment. BLS JOLTS data for 2025 reports a monthly separation rate of 4.0% for transportation, warehousing, and utilities. A 4.0% monthly separation rate is roughly equivalent to 48 separations per 100 jobs across twelve months.
How it works
During a simulated distribution center shift, you make twenty decisions. Situations include multiple call-outs, an attendance-points dispute, a safety shortcut during a busy shipping period, and a disengaged new hire. Each response receives an effectiveness weight based on the supporting research.
What it covers
Your results cover Coverage and the Shift Handoff, Attendance and the Points System, Safety Pace vs Throughput, Performance and Conflict, and First-Year Retention.
Construction Foreman Assessment
Handle construction jobsite decisions and compare your choices with your self-view.
The Construction Foreman Assessment presents twenty jobsite scenarios across five areas of construction foreman work.
Research and scoring
The Construction Foreman Assessment draws on research about crew leadership, retention, safety, and performance. Construction workforce research links supportive supervision with employee satisfaction and retention (Construction Management and Economics, 2024, reviewing Chih et al. 2018). Gallup findings about promotions into management also inform the assessment. BLS JOLTS data for 2025 reports a monthly construction separation rate of 4.0%, equivalent to 48 separations per 100 jobs over twelve months, including layoffs. BLS recorded 1,034 construction workplace fatalities in 2024. Associated Builders and Contractors estimates that construction must attract 349,000 net new workers in 2026.
How it works
Make twenty decisions drawn from a construction jobsite, including absences on concrete-pour day, a fall-protection shortcut, a failed rough-in before drywall installation, and a valued crew member considering another job offer. Each response receives an effectiveness weight based on the supporting research.
What it covers
Your results cover Manpower and the Look-Ahead, Safety Leadership on the Job, Quality and Rework, Performance and Conflict, and Keeping the Crew.
How we review each assessment
We review every assessment against our published seven-check standard and document its purpose, supporting sources, and review date.