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Personality Test for Organizations

Your people have more to give. The gap is knowing what that is.

HIGH5 gives every employee a precise map of their natural strengths - and gives your organization the infrastructure to turn that self-awareness into measurable performance, engagement, and retention.
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4 000 000+ test takers worldwide

Sound familiar?

These are the patterns HR and L&D leaders tell us they're dealing with - before they find a better approach.
"We've tried different approaches before. The workshops was well-received. But six months later, nothing had changed in how people actually work."
"We run engagement surveys. We know people are disengaged. We don't have an idea on what we could do to bring more positive energy to the organization."
"Our managers want to develop their teams but they don't have the tools or approach to make it happen."
"We have talented people who are clearly underutilized - but we don't have a systematic way to develop them."
"We invest significantly in L&D programs. But staff turnover numbers are still not going down."
These aren't program design problems. They're system problems. When employees don't have a clear, shared understanding of what they and their colleagues are naturally best at, every development initiative starts from scratch.

Not another program. A permanent strengths infrastructure for your organization.

HIGH5 isn't a workshop, a one-time assessment, or a culture initiative. It's a platform that embeds strengths awareness into how your organization operates day to day - from how managers run 1:1s, to how teams are composed, to how employees understand and communicate their own value.
Every employee discovers their top 5 strengths - the specific things they do with natural energy and excellence. That data becomes a shared organizational language: managers use it to develop their people more precisely, teams use it to collaborate more effectively, and HR uses it to make better decisions about talent placement, development, and retention.

The result isn't a post-workshop spike. It's a sustained shift in how your people see themselves and each other - and a measurable impact on the outcomes that matter to your organization.
Already using DISC, CliftonStrengths, MBTI, or another assessment?
Many organizations use HIGH5 alongside or as a replacement for these tools. HIGH5 is built for ongoing organizational use - not a one-time report. The platform gives managers and employees actionable guidance they can use every week, not just insights they read once and file away. And at a fraction of the cost of most enterprise assessment platforms, it scales across your entire organization without a significant budget commitment.

From pilot to organization-wide rollout, without the complexity

No lengthy implementation. No change management program required. Most organizations are up and running within a week.
Start with a pilot team or department
Invite a team or department to take the HIGH5 assessment. They get their results in less than 20 minutes.
Activate their personal strengths

Beyond their personal report, each employee receives weekly insights, interpersonal guidance, peer feedback, and educational modules.

Equip managers with the team strengths map
Managers access the team report - a full picture of the team's collective strengths, gaps, and compatibility. Ready-made presentations included.
Scale across the organization
Add teams, departments, or the entire organization - all in one place without a hassle.

What organizations actually use HIGH5 for

Pick the challenge that sounds most like yours.
USE CASE 1
You want to improve engagement and retention
The situation:

Engagement scores are flat or declining. You know people are disengaged but generic survey data doesn’t tell you what to do about it at the individual or team level.

What HIGH5 enables:

The Personal Report, Group Fit, and Weekly Insights give every employee a personalized development experience – not a generic program. When people feel seen and are working in ways that align with their natural strengths, engagement follows. 

The result:

Organizations using HIGH5 report 74% higher engagement and 21% higher retention. Development stops being something that happens in workshops and starts being part of how people work every day.

USE CASE 2
You want to build stronger, higher-performing teams
The situation:

Teams are underperforming relative to the talent in them. Collaboration is inconsistent. You want a systematic way to help managers build teams that actually work well together.

What HIGH5 enables:

The Team Strengths Report gives every manager a clear map of their team’s collective strengths, gaps, and natural compatibility with hands-on insights to improve how the team works. The Interpersonal Intelligence feature gives each team member personalized guidance on how to work with each specific colleague.

The result:

Teams report stronger collaboration, clearer role clarity, and fewer interpersonal conflicts. Managers have a shared language and a practical toolkit – not just a mandate to “develop their people.”

USE CASE 3
You want to make better talent decisions
The situation:

You’re making hiring, promotion, and team composition decisions with incomplete information. You want a strengths-based lens that helps you place people where they’ll actually thrive.

What HIGH5 enables:

The Group Fit feature lets HR and managers model team compositions before committing, seeing how a new hire or internal move would affect the team’s strengths balance. The Personal Report uncovers hidden strengths of every employee to managers and HRs.

The result:

Better placement decisions. Fewer costly mis-hires. A clearer picture of where your existing talent is underutilized and what to do about it.

USE CASE 4
You want a strengths-based culture that actually sticks
The situation:

You’ve launched culture initiatives before. The energy fades. You want something that becomes part of how the organization operates – not a program people complete and forget.

What HIGH5 enables:

Team Reflections, Weekly Insights, and the Strengths Academy create an ongoing rhythm of strengths-based development that doesn’t require HR to drive it. Employees and managers use the platform independently – it becomes part of how they work, not an initiative they participate in.

The result:

Development becomes a habit at the organizational level. The platform compounds in value over time as more employees and teams build their strengths fluency together.

Questions we hear from HR and L&D leaders

Honest answers - no sales spin.

You don’t necessarily have to switch. Many organizations use HIGH5 alongside existing tools – it complements rather than replaces what you already have. Where HIGH5 adds distinct value is in the ongoing platform layer: most assessments give you a report. HIGH5 gives your employees and managers a tool they can use every week. If you are considering a switch, we’re happy to walk you through a direct comparison on a demo call.

This is the right question, and it’s one we’ve thought hard about. HIGH5 is designed for ongoing use, not just one-time completion. Weekly Insights, Partnership Insights, Team Reflections, Strengths Journal and the Strengths Academy give employees reasons to return to the platform regularly. We also provide a rollout playbook and manager enablement resources so adoption doesn’t depend on a single internal champion.

A pilot group can be up and running within a week – no IT integration required, no lengthy onboarding process. Employees take the assessment independently in 20 minutes. Managers access their team reports immediately after. For a full organizational rollout, our client success team provides a structured plan, but the platform is designed to be self-sufficient – you don’t need to dedicate significant internal resources to make it work.

The platform works as a standalone tool and requires no integration to get started. For organizations that want deeper integration – HRIS, LMS, or SSO – we’re happy to discuss your specific tech stack on a demo call.

We help you define success metrics before you start – typically a combination of engagement scores, retention data, manager feedback quality, and self-reported development progress. Our client success team works with you to establish a baseline and track progress over time. 

Start with a pilot – a single team or department. Real results from your own organization are more persuasive than any vendor case study. We can also help you build the internal business case: our client success team has helped dozens of HR leaders get executive sign-off, reference customers available on request.

"HIGH5 has improved our ability to navigate tricky relationships, increase engagement and constructive collaboration, and provided a safe space for feedback. It has helped us leverage strengths, fill gaps, and boost job satisfaction across our agency."
Evangeline Carpenter
Head of People, MODintelechy
Read full case study

Two ways to get started

Run a pilot first or see the full platform before committing

Start with a pilot in your team

Run HIGH5 with one team or department first. See the results in your own organization before rolling out further.

Start a pilot with your team

Free to start · No commitment required

See the full platform first

Book a 30-minute call with our client success team. We’ll walk you through the platform, share what’s worked for organization like yours.

Free · No sales pressure

17%

higher profitability

39%

higher productivity

74%

higher engagement

21%

higher retention

What's inside HIGH5 for organizations

Below is not an exhaustive list of what is accessible from one platform.
Personal Strengths Report
Every employee discovers their strengths and how to develop them further
Team Strengths Report
A visual map of each team's collective strengths, gaps, and natural compatibility
Partnership Report
Personalized guidance for every employee on how to work best with others
Group Fit Analysis
Model team compositions and hiring decisions against the team strengths
Weekly Insights
Bite-sized insights delivered weekly to the mailbox to continue learning
360 Peer Feedback
Organization-wide peer feedback grounded in strengths
Your organization's potential is already in the room. Let's make it visible.
Thousands of organizations have started exactly where you are - with one team, one pilot, and a question worth answering.
Start a pilot with your team