Team effectiveness
Helps you understand how easy it is for a team to reach agreements, speak openly, keep commitments, and see shared results.
5 categories · 12 questions · member of a specific work team
data stays in-country · answers are anonymized
When to conduct this survey
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 the survey shows
The survey breaks the topic down into dimensions — for each you can see what works and where growth points are hidden.
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.
Example questions
Each question is a scale rating and an open-ended clarification: a person doesn’t just assign a score, but explains their answer in their own words.
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In our team, I can admit a mistake or ask for help without fear of shame, punishment, or losing respect.
Disagree Agreefollow-up question
What usually makes it difficult to admit a mistake or ask for help?
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In our team, I can openly disagree, raise problems, and discuss risks before they grow into a crisis.
Disagree Agreefollow-up question
Which topics or risks in the team are especially hard to raise openly right now?
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In our team, questions, doubts, and new ideas are seen as a normal contribution to the work.
Disagree Agreefollow-up question
In which situations are questions, doubts, or ideas seen as unsafe or inappropriate?
Open clarifications are part of the cycle methodology: Behind every score, live context remains; from it, AI extracts reasons, not just averages.
What kind of report you’ll get
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.
Not a single score, but a condition map and discovered growth points — on anonymized summaries. AI prepares options, the decision and responsibility remain with people. Next — to cycle steps.
condition map
Growth point → action
Launch «Team effectiveness» from a ready-made template
Take a ready-made methodology instead of building a survey from scratch, and bring it to discovered growth points and owners. In a demo, we’ll show the full cycle on your scenario.