I’ve adapted, below, a segment of the Job Diagnostics Survey (learn more about the Job Characteristics Model, Job Diagnostics Survey, and Job Motivating Potential in my previous post) to give you an example of its content. These 15 questions generate a “Motivating Potential” score — High Motivating, Moderately Motivating, or Low Motivating — for your job. You’ll get the results instantly, along with brief insights into the components of the score and how to design jobs that are motivating and supportive of employee well-being.


Note: This survey is still in development and is available for demo purposes only. Algorithms are still being fine-tuned. Also, the original Job Diagnostics Survey was designed to produce relevant aggregate data when completed by multiple employees. Hackman and Oldham, developers of the original instrument, cautioned against having just just one individual complete it to assess a job.

Job Motivating Potential

All 15 questions must be answered. Please be as objective as you can in deciding how accurately each statement describes your job — regardless of whether you like or dislike your job. For the first few questions, some of the answer choices don’t have statements beside them. Choose one of these “unlabeled” answers when your sentiment falls somewhere between two statements.


1.How much autonomy is there in your job? That is, to what extent does your job allow you to decide on your own how to go about doing your work?
2.To what extent does your job involve doing a “whole” and identifiable piece of work? That is, is the job a complete piece of work that has an obvious beginning and end? Or is it only a small piece of which is finished by other people or by automated technology?
3.How much variety is there in your job? That is, to what extent does the job require you to do many different things at work, using a variety of your skills and talents?
4.In general, how significant or important is your job? That is. are the results of your work likely to significantly affect the lives or well-being of other people?
5.To what extent does the lob itself provide you with information about your work performance? That is, does the actual work itself provide clues about how well you are doing–aside from any ‘”feedback” co-workers or supervisors may provide?
6.The job requires me to use a number of complex or high-level skills.
7.The job is arranged so that I can do an entire piece of work from beginning to end.
8.Just doing the work required by the job provides many chances for me to figure out how well I am doing,
9.The job requires regularly doing a variety of different kinds of tasks.
10.This job is one where a lot of other people can be affected by how well the work gets done.
11.The job gives me a chance to use my personal initiative and judgment in carrying out the work.
12.The job provides me the chance to completely finish the pieces of work I begin.
13.After I finish a job, I know whether I performed well.
14.The job gives me considerable opportunity for independence and freedom in how I do the work.
15.The job itself is very significant and important in the broader scheme of things.