What does an individual employee get?
Every employee gets a personalized journey grounded in their own WorkPlace Big Five Profile® results, not a generic overview of what their trait scores mean in the abstract.
This is the personalized development that used to stop at the top 15%—coaching-level guidance and development planning, built for every employee, not just the ones who made the cut.
Inside the individual experience:
1
Your Personality—continuous results across 5 supertraits and 23 subtraits, made work-relevant and accessible
2
Trait Energy—what gives you energy at work, what costs you energy, and where each shows up in your role
3
Work Dimensions—how your personality supports, and potentially challenges, you in the actual demands of your job, and what to do about it
4
Topics—applied guidance on focus, pressure, decision-making, and collaboration
5
Reflection prompts—tied to real work in front of you, not hypothetical scenarios
The framing throughout: practical ways to work with what comes naturally, and build a real plan for what doesn’t.
What does a manager get?
Managers get preparation, not interpretation homework. Before the conversations that matter most, We assembles guidance built from the specific person on the other side of the table.
Inside the manager experience:
Conversation guides—how this specific person tends to receive feedback, process decisions, and respond under pressure
Team playbooks—drawn from the combined profiles of the actual team, not generic best practice
Pre-meeting prep—a focused view before 1:1s and difficult conversations
Shared vocabulary—the same language their team is already using
What does an HR leader get?
HR leaders get a system rather than a series of events: one instrument across the population, one place to govern it, and an organizational view no collection of workshops can produce.
Inside the HR experience:
Administrative controls—who is assessed, when, and in what sequence
Role-based visibility and consent-based score sharing
Team composition views, powered by Group Insights
Deployment tracking across the organization
You stay in control of administration, but not person by person—the platform is built to make reaching every employee realistic.
How is this different from receiving a report?
A report describes a person. We changes a conversation, and invites new ways of working. The distinction is timing and specificity: a report arrives once, describes traits in general, and depends on someone being available to interpret it. We’s applied guidance applies to daily work in progress, the frictions and opportunities that arise, and the conversations you’re about to have.
The product isn’t the report. It’s what comes after.