Proactivity Index – Manager Assessment

What it is about

This test examines how proactivity works in a given employee, based on the manager’s observations. It does not measure personality traits, but how action, thinking and initiative show up in everyday work. The result is not a rating but feedback on current functioning, which can serve as a basis for appraisal conversations and deliberate management decisions.

The questions are built on concrete workplace situations and help reveal when the employee reacts, when they think ahead, and when they set processes in motion themselves.

The test gives a picture of the different qualities of proactive functioning along nine dimensions.

The result is not a rating but feedback on current functioning, which can serve as a basis for development conversations and deliberate management decisions.

The aim is to present proactivity not as an expectation, but as a way of working that can be understood and developed.

Why measure it? Every manager wants to work with self-starting people who need no constant supervision, but work on their own initiative and work well. The manager senses that something is off with employees’ proactivity, but does not know where to start. Managers often end up thinking on their employees’ behalf, because they will not or cannot.

Who is it for?

for managers who want to know where an employee stands in terms of proactivity

What does this assessment reveal?

• The aim is to give the manager who completes it for an employee a set of criteria along the dimensions: what to pay attention to, and in which direction to start development, if they want to work with proactive employees.
• A further aim is to give the manager criteria for differentiating the employee’s performance, since proactivity may be fine in one area and low in another.

What do the respondent and the manager receive?

• The respondentIndividual feedbackYou receive an overall score and the corresponding evaluation
• The respondentVisual profileYou receive a combined text describing your level (low – medium – high), based on your scores in each dimension.
• The respondentDevelopment directionE.g. if you scored medium in the action dimension, we include the relevant sentences in the written analysis.
• The managerManagement summaryThe HR manager or managing director receives a single aggregated report on all completions – without individual answers.