Before you start: These questions apply to all organizations, regardless of size.

Small teams often assume rules don't apply to them, but this can cause blind spots that erode trust, cost money, & create legal risks.

This quiz helps you identify strengths & areas for improvement in a free, safe, & confidential way.

📘 Handbook & Policies

Your handbook isn’t just a document—it’s a legal shield and cultural compass. Weak, outdated, or inaccessible policies lead to inconsistent management, low trust, and costly disputes.

Do you have a handbook that is CUSTOMIZED to your organization's mission, values & culture *

Does your handbook include a clear, progressive disciplinary process that managers follow consistently? *

Is your employee handbook reviewed and updated at least once a year to reflect new laws or workplace changes? *

Are key policies stored in an easily accessible manner for staff *

💰 Pay, PTO & Compensation

When pay or timekeeping practices are off - even unintentionally - you risk wage theft claims and low morale. Solid systems protect your team and your bottom line.

Are your time tracking, PTO accruals, and pay calculations accurate and compliant with local and federal laws? *

Do you use a consistent and fair system to set salaries, raises, and promotions across your team? *

🧑🏽‍🏫 Onboarding & Training

First impressions matter. A poor onboarding experience or lack of training signals disorganization, doubles a new hire's acclimation time, increases turnover, compliance risk, and team confusion.

Do you have a clear, consistent onboarding process for new hires that includes a checklist and schedule? *

Do all staff receive anti-harassment and discrimination training annually *

Do you have clear cybersecurity policies—and has staff been trained on expectations? *

🎯 Performance Management & Leadership

Team success rises or falls with leadership. Untrained or inconsistent managers erode morale, drive good employees away, and leave your organization vulnerable.

Are managers using SMART goals and other performance tools to guide staff instead of micromanaging? *

Are all your managers aligned on how performance issues or employee behavior concerns are properly handled? *

🗣️ Communication & Culture

If employees don’t feel heard, they disengage, or they leave. Strong feedback channels and intentional culture work are what separate thriving teams from fractured ones.

Do you regularly collect feedback from staff (via surveys, suggestion boxes, stay interviews, etc.)? *

Do you have an effective process to address employee grievances before they become external complaints or lawsuits? *

Are there intentional efforts to build or maintain a healthy & positive work culture (like recognition & wellness programs, team-building, trainings)? *

🔐 Compliance & Risk

This is where fines, lawsuits, and reputation damage hide. Many small organizations don’t realize they’re noncompliant—until it’s too late. Let’s prevent that.

Are your required labor law posters up-to-date and visible for both onsite AND remote employees? *

Are you properly completing Form I-9s for new hires within the first 3 business days, without delay? *

Are your HR records (like I-9s, hiring, and termination files) in line with federal retention laws? *

Do you know what should and should not be in a compliant personnel file, and are yours compliant? *

Are you certain that you are properly classifying all workers (e.g. independent contractors, salaried, and hourly employees)? *

📊 Strategic Planning

Without a budget or a plan, HR remains reactive. But with the right structure, you can lead your team proactively and sustainably.

Is there a dedicated HR budget to support culture, training, compliance, and team development? *

Is your employee retention rate healthy and on par with your industry’s rate, or do you find yourself constantly losing talent along with their institutional knowledge? *

👀On the next screen, you'll see your quiz results and a break down of what they mean for your organization.

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