Team happiness and health is not about asking “Are you happy?” “Is everything ok?”
It is more than that.
Sometimes people might feel there is something wrong but don’t have the ability or time to go into root-cause analysis.
So sending surveys with these types of questions might do more harm than good.
I found the following types of statements to be more fruitful.
Even if I have my set of questions and scoring mechanism, I always prefer to run those in group sessions. What people say, how they react, how they communicate and what types of questions they raise on their side can tell a lot more about the current situation.
Here we go:
1. Psychological safety
Use the scale below to indicate how each statement applies to your team. It is important to evaluate the statements honestly and without over-thinking your answers.
3= Usually
2= Sometimes
1= Rarely
People on this team are able to bring up problems and issues.
I feel safe to take a risk in this team.
No one on this team will deliberately act in a way that undermines my efforts.
Working with members of this team, my unique skills and talents are valued and utilized.
If I make a mistake on this team, it is often held against me.
It is difficult to ask other members of this team for help.
People on this team sometimes reject others for being different.
Decisions on this team are usually made by one person.
Positive trend if scores are high for: 1, 2, 3, 4
Positive trend if scores are low for: 5, 6, 7, 8
2. Team morale
Individual questions are rated on a 1 to 7 scale.
To calculate the morale of an individual member, we average the score on the eight questions.
Team Morale is the average of the individual averages.
I am enthusiastic about the work that I do for my team
I find the work that I do for my team of meaning and purpose
I am proud of the work that I do for my team
To me, the work that I do for my team is challenging
In my team, I feel bursting with energy
In my team, I feel fit and strong
In my team, I quickly recover from setbacks
In my team, I can keep going for a long time
3. Team dysfunctions
(Lencioni, P. (2002). The five dysfunctions of a team. San Francisco: Jossey-Bass.)
Instructions:
Use the scale below to indicate how each statement applies to your team. It is important to evaluate the statements honestly and without over-thinking your answers.
3= Usually
2= Sometimes
1= Rarely
1. Team members are passionate and unguarded in their discussion of issues.
2. Team members call out one another’s deficiencies or unproductive behaviors.
3. Team members know what their peers are working on and how they contribute to the collective good of the team.
4. Team members quickly and genuinely apologize to one another when they say or do something inappropriate or possibly damaging to the team.
5. Team members willingly make sacrifices (such as budget, turf, head count) in their departments or areas of expertise for the good of the team.
6. Team members openly admit their weaknesses and mistakes.
7. Team meetings are compelling, not boring.
8. Team members leave meetings confident that their peers are completely committed to the decisions that were agreed on, even if they were in initial disagreement.
9. Morale is significantly affected by the failure to achieve team goals.
10. During team meetings, the most important—and difficult—issues are put on the table to be resolved.
11. Team members are deeply concerned about the prospect of letting down their peers.
12. Team members know about one another’s personal lives and are comfortable discussing them.
13. Team members end discussions with clear and specific resolutions and action plans.
14. Team members challenge one another about their plans and approaches.
15. Team members are slow to seek credit for their own contributions, but quick to point out those of others.
|
Dysf 1: Absence of Trust 4: 6: 12: Total: |
Dysf2: Fear of Conflict 1: 7: 10: Total: |
Dysf 3: Lack of Commitment 3: 8: 13: Total: |
Dysf 4: Avoidance of Accountability 2: 11: 14: Total: |
Dysf 5: Inattention to Results 5: 9: 15: Total: |
Hope you found this helpful. :)
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