Team Health

Team Health is a standalone feature for assessing how well teams are functioning across ten evidence-backed dimensions. Unlike individual feedback or objective tracking, Team Health provides a holistic view of team dynamics and wellbeing. Each dimension maps to validated research frameworks including Edmondson's Psychological Safety, Google's Project Aristotle, and Self-Determination Theory.

What is Team Health?

Team Health assessments allow team members to anonymously rate their team's operational health on a regular basis. The results help leaders identify teams that are thriving, spot early warning signs, and track improvements over time.

Think of it as a team-level pulse check - not focused on individual performance, but on how the team works together.

The Ten Dimensions

Each assessment rates the team across ten dimensions, each grounded in validated research:

Dimension	What It Measures	Research Foundation
Collaboration	How well the team works together	Salas et al. "Big Five" in Teamwork (2005), SDT Relatedness
Clarity	Understanding of objectives and priorities	Google Project Aristotle (#3), Hackman TDS
Communication	Quality and frequency of team communication	Salas (coordinating mechanism), Hackman (shared mental models)
Wellbeing	Team morale and work-life balance	SDT (need satisfaction), Hackman (member satisfaction)
Velocity	Speed of delivery and ability to remove blockers	Spotify Health Check (Speed), Agile practice
Learning	Continuous improvement and skill development	Edmondson (learning behavior), SDT (competence)
Safety	Psychological safety and trust within the team	Edmondson (1999), Google Project Aristotle (#1)
Autonomy	Freedom to make decisions and own outcomes	Self-Determination Theory (basic psychological need)
Purpose	Meaning of work and connection to broader impact	Google Project Aristotle (#4 Meaning, #5 Impact), Hackman
Accountability	Follow-through on commitments and mutual standards	Google Project Aristotle (#2 Dependability), Lencioni, Salas

Each dimension is rated on a 1-5 scale, where:

Score	Meaning
1	Significant concerns
2	Needs improvement
3	Acceptable
4	Good
5	Excellent

How Assessments Work

Team Member Assessments

Any team member can submit a Team Health assessment for teams they belong to.

Key characteristics:

• Anonymous - Your identity is protected; team leads see aggregated results
• Weekly - You can update your assessment once per week
• Quick - Rate all ten dimensions in a few minutes
• Honest - Anonymity enables candid feedback without fear

To submit an assessment:

1. Navigate to the Feedback page
2. Find Team Health in the sidebar
3. Select your team
4. Rate each dimension
5. Your submission auto-saves

Team Lead Assessments

Team leads can also submit assessments for their teams. These assessments are tracked (not anonymous) but contribute to the overall team picture.

Who Sees What

Team Health data visibility is role-based:

Role	What You See
Team Member	Your own submitted assessment only
Team Lead	Your team's aggregated scores (assessments shown as "Anonymous")
Admin	All teams, all assessments, contributor names

What Team Members Experience

As a team member, you can:

• Submit anonymous assessments for your team
• View and update your own previously submitted assessment
• See which dimensions you rated and your scores

You cannot see other team members' assessments or aggregated team results. This protects anonymity - if you could see the team average change after submitting, you might infer others' ratings.

Viewing Team Health Data

Organization Dashboard

Administrators access the Team Health dashboard at Insights > Team Health.

The dashboard shows:

• Heatmap matrix - All teams × all dimensions, color-coded by score
• Sorting - Click any dimension column to sort teams
• Filtering - Hide teams without assessments
• Export - Download data as CSV

Team Detail View

Click any team in the dashboard to see:

• Historical assessments over time
• Trend indicators (improving, declining, stable)
• Individual assessment scores (anonymized based on settings)
• Member count and assessment participation

How Team Health Differs from Other Features

vs. Sentiment Tracking

Team Health	Sentiment
Rates team dynamics	Rates objective progress
Ten dimensions	Red/amber/green status
Weekly team-wide	Weekly per objective
Anonymous by default	Anonymous by default

Both provide early warning signals, but Team Health is about how the team works, while Sentiment is about what the team is achieving.

vs. Principles-Based Feedback

Team Health	Principles Feedback
Team-level assessment	Individual-level feedback
Fixed ten dimensions	Customizable principles
Self-reported by team	Peer-to-peer ratings
Anonymous aggregation	Anonymous but targeted

Team Health complements individual feedback by providing context - a team struggling with "Safety" may need different support than one struggling with "Velocity."

Interpreting Results

What Good Looks Like

• Scores above 4 - Team is healthy in this dimension
• Consistent scores - Team has stable dynamics
• Improving trends - Interventions are working

Warning Signs

• Scores below 3 - Needs attention
• Declining trends - Something changed recently
• Low Safety scores - May affect other dimensions
• Wide variance - Team members have very different experiences

Taking Action

When you identify a struggling dimension:

1. Don't panic - One low score doesn't indicate crisis
2. Look for patterns - Is this consistent across weeks?
3. Consider context - Major projects, team changes, external factors?
4. Talk to the team - Use the data to start conversations, not accusations
5. Track improvement - Make changes and monitor subsequent assessments

Best Practices

For Team Members

• Be honest - Anonymity protects you; candor helps your team
• Be consistent - Submit assessments weekly for reliable trends
• Be thoughtful - Consider each dimension separately
• Trust the process - Your input shapes team improvements even if you don't see aggregated results

For Team Leads

• Don't investigate - Resist the urge to identify who said what
• Share results - Discuss scores openly with your team
• Focus on improvement - Low scores are opportunities, not failures
• Celebrate wins - High scores deserve recognition

For Administrators

• Set the tone - Communicate that Team Health is for improvement, not punishment
• Protect anonymity - Default to hiding names unless there's a strong reason
• Act on data - Teams will stop participating if nothing changes
• Track organization-wide - Look for patterns across teams

Frequency and Timing

Recommended cadence:

• Team members submit weekly
• Team leads review monthly
• Administrators review trends quarterly

Why weekly?

• Fresh enough to capture recent changes
• Frequent enough to spot trends
• Not so frequent it becomes a chore

Integration with Other Workflows

Team Health lives in the Feedback section but is independent of:

• Waves - Not tied to wave timing or objectives
• 1:1s - Can inform discussion topics
• Performance reviews - Provides team context, not individual ratings

The data can help inform conversations but should never be used to evaluate individual performance.

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Next steps:

• Team members - Submit your first Team Health assessment from the Feedback page
• Team leads - View your team's aggregated scores after members submit assessments
• Administrators - Access organization-wide insights at Insights > Team Health