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The best time to address a team problem is before it becomes a crisis. This template gives managers a structured, repeatable quarterly diagnostic that identifies issues early.
Covers five domains: clarity (goals, roles, expectations), collaboration (how the team works together), performance (delivery and quality), psychological safety (speaking up, trust, inclusion), and wellbeing (workload, energy, support). Includes both a team survey instrument and a manager facilitation guide for the results discussion.
FAQS
Q What does team health mean and what does this template measure?
Team health refers to the conditions that enable a team to perform well sustainably — not just whether they are delivering now, but whether the underlying dynamics will continue to support performance. The template measures five dimensions: clarity (goals, roles, expectations), collaboration (how the team works together), performance (delivery and quality), psychological safety (speaking up, trust, inclusion), and wellbeing (workload, energy, support).
Q How often should a team health check be run?
Quarterly as the standard cadence. This is frequent enough to catch emerging problems early and track whether interventions are working, but not so frequent it becomes noise. The template includes a lightweight pulse version for monthly use between the full quarterly assessments.
Q Who participates in the health check?
The full team, including the manager. The template includes both a team survey instrument and a manager self-assessment, enabling comparison between how the manager perceives team health and how the team experiences it. The gaps between the two are often the most valuable insight the exercise produces.
Q What happens after the health check?
The template includes a results synthesis framework (aggregating responses without identifying individuals) and an action planning template connecting findings to specific ownable commitments. The guide is explicit: a team health check that produces no action is worse than no check at all — it signals that team input does not lead to change, which damages psychological safety.
The best time to address a team problem is before it becomes a crisis. This template gives managers a structured, repeatable quarterly diagnostic that identifies issues early.
Covers five domains: clarity (goals, roles, expectations), collaboration (how the team works together), performance (delivery and quality), psychological safety (speaking up, trust, inclusion), and wellbeing (workload, energy, support). Includes both a team survey instrument and a manager facilitation guide for the results discussion.
FAQS
Q What does team health mean and what does this template measure?
Team health refers to the conditions that enable a team to perform well sustainably — not just whether they are delivering now, but whether the underlying dynamics will continue to support performance. The template measures five dimensions: clarity (goals, roles, expectations), collaboration (how the team works together), performance (delivery and quality), psychological safety (speaking up, trust, inclusion), and wellbeing (workload, energy, support).
Q How often should a team health check be run?
Quarterly as the standard cadence. This is frequent enough to catch emerging problems early and track whether interventions are working, but not so frequent it becomes noise. The template includes a lightweight pulse version for monthly use between the full quarterly assessments.
Q Who participates in the health check?
The full team, including the manager. The template includes both a team survey instrument and a manager self-assessment, enabling comparison between how the manager perceives team health and how the team experiences it. The gaps between the two are often the most valuable insight the exercise produces.
Q What happens after the health check?
The template includes a results synthesis framework (aggregating responses without identifying individuals) and an action planning template connecting findings to specific ownable commitments. The guide is explicit: a team health check that produces no action is worse than no check at all — it signals that team input does not lead to change, which damages psychological safety.
