Sandbox · no signup
Try the diagnostic.Answer 12 items as one respondent. See which condition is starving.
The real Performix diagnostic runs across a whole team with adaptive item selection, suppression-checked aggregation, and IRT-weighted construct scoring. This sandbox is a simplified single-respondent version — same shape, smaller pool, lighter math. You'll see how the engine refuses the laundry list and names one binding constraint.
Capability
0 of 3When something needs to get done well on my team, the people doing the work actually have the skills to do it well.
Why we ask
We're checking the floor on skill, not the ceiling. If the people closest to the work can do it well, you have a capability foundation to build on.
When new problems show up, my team can adapt and learn what's needed without missing a beat.
Why we ask
Capability is more than current-skill; it's the rate at which the team can grow into new demands without leadership having to choreograph it.
If I had to onboard a new person tomorrow, the team is set up to bring them up to speed quickly.
Why we ask
Onboarding speed is a hidden capability tell. Teams that can absorb new people are the same teams that can absorb new work.
Alignment
0 of 3Everyone on my team could tell you the same answer to "what is the most important thing we are working on right now and why."
Why we ask
Alignment fails quietly when people are heads-down. This is the simplest test of whether priority is actually shared, not just declared.
When two things conflict on my team, we know which one wins—and so does everyone we depend on.
Why we ask
Real alignment is visible in how tradeoffs get resolved, not in how strategy gets stated. If conflict surfaces a held rule, alignment is real.
I have a clear sense of what "done well" looks like for my own work—not just "done."
Why we ask
Standards drift when 'done' becomes the only bar. Individual sense of 'done well' is where team-level quality lives or dies.
Motivation
0 of 3I'd put real effort into my work even if nobody was watching the metric this week.
Why we ask
Discretionary effort is the cleanest motivation signal. If people only push when measured, you're paying for compliance, not engagement.
Most weeks I leave work tired in a good way, not drained in a bad way.
Why we ask
This is not "toxic positivity." It's a blunt check on sustainable pace and recovery.
When I do strong work, the people who matter notice in a way that feels honest, not performative.
Why we ask
Recognition that feels rehearsed actively demotivates. Honest acknowledgment is one of the highest-leverage levers leadership has.
Support
0 of 3When I hit a blocker, I know where to go—and I usually get unstuck without weeks of waiting.
Why we ask
Support systems fail quietly. This surfaces where help is hard to find or slow to arrive.
My manager is available enough that I can get a decision when one is blocking me.
Why we ask
Calendar density isn't the same as access. This is about decision latency when it counts.
The people around me pull their weight, so I'm not carrying the team alone.
Why we ask
Fair load-sharing is one of the fastest ways to improve both results and retention.
Answer all 12 items to see the binding-constraint result.
This sandbox uses 12 items and a simplified settle — the real diagnostic uses adaptive item selection + IRT-weighted construct scores with a Cronbach-α reliability floor. How it works.