Team Effectiveness
Helps you understand how easy it is for a team to reach agreements, speak openly, keep commitments, and see shared results.
- Sections
- 5
- Questions
- 12
- Who to ask
- member of a specific work team
answers hidden · summary from 5 responses
When to run it
The team seems to be working, but results are unstable, conflicts happen, or people are afraid to openly discuss problems. This survey is based on classic models (like Project Aristotle) and helps assess the health of interactions within a specific team.
What it shows
The survey is divided into sections. For each one, you'll see separately what's already working and what's getting in people's way.
- Psychological safety
- Whether people in the team can talk about questions, mistakes, disagreements, and difficult topics without fear of punishment or humiliation.
- Dependability
- The predictability of keeping commitments, work quality, and early warning about risks.
- Clarity
- Understanding of roles, goals, priorities, the work process, and decision-making in the team.
- Meaning
- The personal significance of the team’s work for the participant.
- Impact
- How visible the impact of the team’s work is on the product, customer, process, or organization.
What the questions look like
Below are real questions from this survey, one from each section.
-
In our team, I can admit a mistake or ask for help without fear of shame, punishment, or losing respect.
- What it checks
- Understand whether mistakes and requests for help are seen as normal work signals that the team addresses on their merits, rather than as a reason to shame, punish, or lower a participant’s status.
- Scale response
- from “Disagree” to “Agree”
- Open clarification
- What usually makes it difficult to admit a mistake or ask for help?
-
In our team, you can count on agreed commitments being fulfilled within the expected timeframes and at the quality needed for further work.
- What it checks
- Understand whether team agreements are seen as reliable enough for planning shared work: team members can rely on what was promised without constantly double-checking, following up, and reworking the result.
- Scale response
- from “Disagree” to “Agree”
- Open clarification
- Which types of commitments most often turn out to be unpredictable in terms of timing or quality?
-
In our team, I understand what contribution is expected of me and where the boundary of my responsibility lies.
- What it checks
- Check whether the participant is clear on what they are responsible for, what contribution the team expects from them, and where their area overlaps with others.
- Scale response
- from “Disagree” to “Agree”
- Open clarification
- What exactly remains unclear about the expected contribution or the boundaries of responsibility?
The score shows where the tension is, and people’s words show why it arose. How these answers come together into an overall picture is explained in methodology.
What’s in the report
The report will break down team effectiveness into five factors: the level of psychological safety, the reliability of colleagues (keeping promises), clarity of roles and goals, a sense of meaningful work, and an understanding of their impact on the company’s overall result.
The report isn’t reduced to a single score. It shows growth points — recurring themes and work tensions visible across several people at once. Each one is compiled from anonymized summaries — individual responses don’t make it into the report. What happens to the report next is covered in the full workflow.
Survey sections
From finding to verification
Launch “Team Effectiveness” in your organization
The survey is already assembled: sections, questions, and the report layout are ready. All you need to do is decide who to ask and give people access.