Work values test: name the six trade-offs that matter most
Twenty-four everyday statements about achievement, independence, recognition, relationships, support and conditions. Free, no sign-up, 8 minutes, six cards, no score.
Free, no account
24 items · 8 min
Answers stay in this tab
No fixed type, no norm
What this assessment measures
This test reports six kinds of workplace importance separately: achievement, independence, recognition, relationships, support and working conditions. Twenty-four everyday statements ask what you reach for when two of them pull against each other. Each one gets its own card. There is no total and no ranking of you against anyone, and it cannot say which job you should take.
What this test looks at
A result you can point to · 4 statements
Room to choose your own method · 4 statements
Being named and trusted with it · 4 statements
How people treat each other · 4 statements
Practical backing · 4 statements
Hours, load and predictability · 4 statements
Time
8 minutes
Items
24
Result
attainable-range pattern summary
Source
Original items mapped to O*NET work-value concepts
These are original reflection statements with no norm group, written for thinking rather than for selection, and nothing here is validated for hiring, pay, counselling or predicting how satisfied you would be. What you want from work shifts with your health, your money and who depends on you, so this reflects one sitting, not a fixed profile.
This route calculates its result in this browser tab; answers and result text are not sent as analytics properties or written to browser storage.
Your progress
Review
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Use the result
Why this route is different
Values only become useful at the point where two of them collide, so every statement here puts one against something else you also want: a stretching brief against a predictable finish, a named contribution against a quiet team. Six separate cards let you carry a real vacancy back to them one at a time instead of arguing with a single word like fit.
A small next step
Take one real job you could apply for this month and write, under each of the six headings, the single piece of evidence the advert or the interview actually gives you. Where a heading is blank, that is your question for the person who would manage you, and it is a better question than asking whether the culture is good.
Questions people ask
What are work values, in plain terms?
They are the things you want a job to provide: a visible result, room to choose your method, credit, decent relationships, backing from a manager, or predictable hours. This test treats them as six separate cards rather than one ranking.
Will this work values test tell me what job to take?
No. It reports what you said mattered and gives you six headings to test a real offer against. Pay, location, timing, health and the people involved all sit outside anything a questionnaire can see.
Is this based on the O*NET work values?
The six concepts were mapped to the work-value families published by the O*NET Resource Center, but every statement here was written for this site. No published questionnaire was opened, quoted or paraphrased.
What if several of the six come out prominent?
That is common and it is useful information: it means the trade-off has not been forced yet. Pick the two highest cards and ask which one you would give up first if a real job made you choose.
How long does it take, and do I need an account?
Twenty-four questions, about eight minutes, free, with no sign-up and no email. Your answers and your result are worked out in this browser tab and are not sent anywhere.