This assessment evaluates your team's health across five critical dimensions: Trust, Conflict, Commitment, Accountability, and Results. Your honest and thoughtful responses will help identify strengths and areas for development. The assessment takes approximately 15-20 minutes to complete.
Team Name
Organization/Department
Assessment Date
Current Team Size (number of members)
What is your primary role in this team?
Team Leader/Manager
Core Team Member
Supporting Team Member
Observer/Consultant
How long have you been part of this team?
Less than 3 months
3-6 months
6-12 months
1-2 years
More than 2 years
Which best describes your team's work model?
Fully on-site/co-located
Fully remote
Hybrid (mix of on-site and remote)
Has your team experienced any significant changes in the last 6 months?
How many team members have joined in the last 6 months?
How many team members have left in the last 6 months?
Rate each statement on a scale of 1 to 10, where 1 = Strongly Disagree and 10 = Strongly Agree. Be honest and consider specific examples from your recent team interactions. The final column will automatically calculate your Category Average for each dimension.
Five Dimensions Rating Matrix
Category | Specific Indicator | Your Rating (1-10) | Category Average | |
|---|---|---|---|---|
Trust | Team members are comfortable being vulnerable and admitting mistakes | 7 | 7 | |
Trust | Team members reliably meet commitments and maintain confidence | 6 | 6 | |
Trust | Team members give each other the benefit of the doubt | 8 | 8 | |
Conflict | Team engages in open and healthy debate on ideas | 5 | 5 | |
Conflict | Team members feel safe to voice dissenting opinions | 4 | 4 | |
Conflict | Conflicts are resolved constructively without personal attacks | 6 | 6 | |
Commitment | Team members clearly understand and commit to collective decisions | 7 | 7 | |
Commitment | Team priorities are explicit and unambiguous | 5 | 5 | |
Commitment | Team members are aligned on goals even if they initially disagreed | 6 | 6 | |
Accountability | Team members hold each other accountable for performance | 4 | 4 | |
Accountability | Team members challenge each other about meeting standards | 3 | 3 | |
Accountability | Team members do not let performance issues slide | 5 | 5 | |
Results | Team prioritizes collective results over individual goals | 8 | 8 | |
Results | Team celebrates shared successes together | 7 | 7 | |
Results | Team members are willing to sacrifice for the team's success | 9 | 9 |
Your Team Cohesion Score is calculated as the average of all five Category Averages. Scores of 7+ indicate healthy dynamics; 4-6 indicate moderate concerns; below 4 requires immediate intervention.
Team Cohesion Score (Average of all ratings)
Do you have any category ratings below 4 that require targeted intervention?
Overall, how would you characterize the level of psychological safety in your team?
Very Low
Low
Moderate
High
Very High
What is the primary source of trust in your team?
Shared experiences and history
Competence and reliability
Vulnerability and openness
Common goals and values
Lack of trust is a major issue
Are there any trust gaps between specific sub-groups or individuals?
What types of conflict are most common in your team?
Task or idea-based conflict
Interpersonal relationship conflict
Process or methodology conflict
Resource allocation conflict
Role and responsibility conflict
Does your team avoid necessary conflict to maintain artificial harmony?
How effectively does your team resolve conflicts once they arise? (1 = Very Poorly, 5 = Very Effectively)
Does your team clearly understand its top 3 priorities for this quarter?
What most undermines commitment in your team?
Lack of clear direction from leadership
Frequent priority changes
Insufficient input in decision-making
Competing individual priorities
Unclear success metrics
Describe a recent decision where team commitment was exceptionally strong or notably weak:
Do team members comfortably call out performance issues with peers?
How consistent are performance standards across all team members?
Very Inconsistent
Inconsistent
Somewhat Consistent
Consistent
Very Consistent
Are team results prioritized above individual departmental goals?
How does your team typically respond to missed targets or setbacks?
Blame and deflection
Analysis without action
Swift collective problem-solving
Leadership takes over
Team disengagement
Describe your team's most significant collective achievement in the past year:
Overall, how would you rate your team's current effectiveness?
Rate the following aspects of your team's culture:
Strongly Disagree | Disagree | Neutral | Agree | Strongly Agree | |
|---|---|---|---|---|---|
Innovation is encouraged | |||||
Diversity of thought is valued | |||||
Learning from failure is accepted | |||||
Transparency in communication | |||||
Work-life balance is respected |
Rank the following in order of importance for improving your team's health (1 = Most Important):
Building trust | |
Improving communication | |
Clarifying priorities | |
Strengthening accountability | |
Enhancing skills | |
Better tools/resources |
Proposed Action Items
Action Item | Priority | Owner/Responsible Party | Target Completion Date | Expected Impact (1-5) | |
|---|---|---|---|---|---|
Schedule regular trust-building exercises | High | Team Leader | 3/15/2025 | ||
Implement weekly priority alignment meetings | Medium | All Members | 2/28/2025 | ||
Would you be willing to participate in a follow-up workshop to address identified gaps?
Any additional comments, concerns, or suggestions not covered in this assessment?
Upload any supporting documents (optional) - e.g., team charter, recent feedback, performance data
I confirm that my responses are honest and based on recent observations (within the last 3 months)
Your Signature
Form Template Insights
Please remove this form template insights section before publishing.
This "Team Health Assessment" is designed as a high-precision diagnostic template for leadership and organizational development teams to evaluate internal dynamics, identify functional silos, and automate the tracking of team cohesion over time.
Below are the detailed form template insights, structured to help you understand the functionality and workflow of this assessment.
The primary function of this form is to serve as an objective cultural validation tool. It ensures that before strategic planning or project execution begins, leadership has a clear, data-driven understanding of the team's interpersonal health. By digitizing this feedback, the template eliminates the ambiguity of anecdotal "office vibes" and standardizes performance metrics across different departments or units.
The heart of the template is a structured data table designed to measure the fundamental behaviors that dictate team success. This matrix quantifies qualitative human dynamics into actionable data.
Insight: This automation is critical for identifying specific failure points; it allows a manager to see, for example, that while "Commitment" is high, "Trust" may be a fundamental bottleneck preventing true progress.