Feedback and Corrective Conversations
Evaluates your ability to give specific positive feedback, address behaviour factually and fairly, handle the employee's reactions and follow up on the commitments made.
A feedback and corrective conversations test assesses how a manager talks to team members about their work, both when it goes well and when it falls short. These conversations happen every week: acknowledging a contribution, raising a behavioural issue, revisiting a costly mistake, restating a safety rule. Handled poorly, they leave people unsure of what is expected, breed a sense of unfairness or let a problem settle in. Handled well, they clarify expectations and sustain trust.
This online test puts candidates in sensitive one-to-one conversations, before, during and after the moment they speak: preparation, the team member's reaction, follow-up on what was agreed. It is relevant for frontline managers who want an objective view of their practice, for future team leaders, and for recruiters who need to judge whether a candidate can hold people to a standard without damaging the relationship.
What this test measures
- How a successful contribution is acknowledged and which setting is chosen to do so
- Reliance on observed facts when raising an issue with behaviour or quality of work
- How the conversation is handled when the team member disputes, flares up or is overwhelmed by emotion
- Fairness of treatment across team members with different profiles, seniority and results
- Follow-up on agreed commitments and the response when problems continue
Examples of situations in the test
- 1A workshop supervisor who notices a seasoned operator ignoring a safety requirement on his machine
- 2A head nurse whose meeting about gaps in care records turns highly emotional
- 3A newly promoted manager who has to raise a lapse with a former peer now reporting to him
- 4A sales manager who finds out that a salesperson grants pricing terms outside the agreed rules
About this test
This test uses situational judgement tests (SJT), true/false questions and prioritisation exercises to assess your real behaviours. Each answer is weighted: there is no obvious "wrong" answer.
How to read your result
High result
A high score characterises a manager who states clearly what is working and what is not, stays composed in the face of reactions, and then checks that things actually change.
Result to develop
A score to develop may point to a habit of avoiding difficult conversations, putting them off or having them in the heat of the moment. The report highlights which stages of the conversation to work on first and suggests practical steps.
Roles where this skill is decisive
- Frontline manager
- Production team leader
- Store manager
- Head nurse
- Call centre supervisor
- Head chef
Who is it for?
Candidates & Professionals
Assess your behavioural skills through realistic scenario-based questions. Get a detailed AI report on your strengths and development areas.
Recruiters & HR
Integrate this test into your selection process to objectively assess your candidates' soft skills.
Frequently asked questions
Is this test only about criticism?
No. Some situations deal with recognising good work, progress made after a corrective conversation or an effort that went unnoticed. The test also looks at what surrounds the conversation: how it is prepared, how the team member's reactions are handled and how agreed actions are followed up. Correcting behaviour is only one of the dimensions assessed.
Can I prepare for it?
There is no list of answers to memorise: options are weighted and none stands out as obvious. The most useful preparation is to think back to your recent difficult conversations, what you said, how the other person reacted and what happened afterwards. The final report then gives you a starting point for improving.
Why use it when hiring a team leader?
A candidate can talk confidently about handling corrective conversations without much real practice. Used in a recruitment campaign, the test puts every candidate through the same kinds of situations and produces an AI-generated behavioural report. Recruiters can use it to focus the interview on the points that deserve a closer look.
How long does it take and in which languages?
The test lasts 35 minutes, with 20 questions drawn at random from a larger bank. It mixes workplace scenarios, true/false statements and prioritisation exercises, and can be taken in French, English or Arabic once you are signed in. At the end, a report sets out your strengths, areas for development and recommendations.