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Team Effectiveness Survey

For each statement please indicate to what extent you agree or disagree by placing a number in the appropriate box.

5  -  Strongly Agree
4  -  Agree
3  -  Neither Agree nor Disagree
2  -  Disagree
1  -  Strongly Disagree

 


Team Spirit

This is sometimes called the culture or atmosphere of the team and is defined by how it feels to be in the team.
  We...  
1 Invest time in the team
2 Have a strong sense of team identity
3 Create a positive team atmosphere
4 Take pride in the team
5 Build a collaborative working climate
6 Put the success of the team above our own interests
7 Display loyalty to the team
8 Create a strong sense of self belief and confidence

Relationships

A good team is based on the quality of relationships and how well people ‘get on’.
  We...  
9 Invest time in building relationships
10 Know each other well (the people behind their jobs/roles)
11 Give each other praise
12 Support each other without needing to be asked
13 Trust each other
14 Take action to resolve matters quickly when conflict arises
15 Work through conflicts to create win:win results
16 Get the best out of each other
17 Value each other's differences
18 Respect each other
19 Have confidence in each other
20 Enjoy working together

Delivery

This dimension looks at how the team works together in order to get done what needs to be done.
  We...  
21 Work within a set of known and agreed team values/rules
22 Each do our fair share of the work
23 Work collaboratively
24 Work well together under pressure
25 Show commitment to the team's objectives
26 Develop clear delivery plans
27 Have clear and simple measures of achievement and progress
28 Regularly measure progress against plan
29 Focus on delivering results
30 Actively hold each other to account
31 Celebrate success
32 Feel empowered to make things happen
33 Do what we say we will do - are accountable
34 Display commitment to excellence
35 Show willingness to accept a new challenge

Purpose and Objectives

This refers to the team’s need to have a clear understanding of both what their mission is and also what it means to the team members on a day to day basis.
  We...  
36 Understand the team's vision
37 Have a clear sense of 'team purpose' (as opposed to a broader organisational purpose)
38 Take ownership of the team's purpose, objectives, approach and deliverables
39 Work to clear objectives that support the achievement of the team's vision
40 Believe our objectives are realistic
41 Know the team's priorities
42 Know where we add value

Communication

This is a critically important dimension and is related to the flow of information and the volume of information that people have to do their job. Do people know what is going on?
  We...  
43 Provide each other with the information we need
44 Have open and robust discussions about business issues
45 Say it as it is - are honest, in a respectful way
46 Provide each other with constructive feedback (positive and critical)
47 Openly talk about difficult issues
48 Really listen to each other
49 Value the contributions, viewpoints and opinions of all team members
50 Share our true beliefs and how we feel
51 Review the relevance, content and usefulness of our meetings
52 Maximise time spent in meetings
53 Leave meetings with clear outputs (who is doing what by when)
54 Effectively use emails
55 Have clear communication processes

Role Clarity

Being clear about where each team member contributes and how collectively they have (and deploy) the right blend of skills is an important foundation stone for great team work.
  We...  
56 Have clearly defined roles and responsibilities
57 Understand each other's roles
58 Know what is expected of each other
59 Use our unique contributions/skills every day
60 Individually 'step up' to lead the team when the need arises
61 Have the right mix of skills
62 Have the right balance of technical skills

Problem Solving and Decision Making

Teams face problems daily and their ability to deal effectively with them ensures continued progress.
  We...  
63 Take action to resolve problems promptly
64 Focus on solving issues, not blaming others
65 Involve appropriate people in the decision making process
66 Make effective decisions which ensure team members' 'buy-in'
67 Make decisions at the right level
68 Effectively gain alignment around decisions

Development (Team and Individual)

Continually striving to be even better, both individually and as a team, prevents stagnation and underpins the creation of an even better future.
  We...  
69 Willingly spend time to help each other learn and develop
70 Create an environment where people can flourish and grow
71 Have a reputation for development and learning as a team
72 Challenge how things are done, in order to make things better
73 Seek out new ideas that will improve performance
74 Share best practice and learning with each other
75 Review how we work together
76 Review our collective performance
77 Create a culture of continuous improvement

Cross Functional Working

Rarely do teams work in isolation and their ability to work cross functionally, up and down stream, drives organisational growth and effective strategic implementation.
  We...  
78 Value outside opinion
79 Have a good external reputation
80 Know the goals of other functional teams
81 Build good working relationships with other teams
82 Take time to understand the needs, expectations and challenges of other teams
83 Openly share information with other teams
84 Seek win:win solutions with others beyond own team

Customer Focus

This dimension refers to a team's ability to understand and meet / exceed its customers' expectations.
  We...  
85 Put our customers first
86 Build effective working relationships with our customers
87 Understand the needs and expectations of our customers
88 Invite feedback from customers
89 Take action to improve service before complaints arise

 

 

Thank you for taking the time to complete this survey.  Press the Calculate button below to process the data you have provided. 

Results

The following summarises your ratings:

  • Favourable: This is the total of those statements where you selected either "I strongly agree" or "I agree"
  • Undecided: Those statements where you selected "I neither agree nor disagree" or did not make a selection
  • Unfavourable: Those statements where you selected "I disagree" or "I strongly disagree"

Any unfavourable ratings over 15% would indicate an area for development.

 

  Favourable Undecided Unfavourable
Team Spirit % % %
Relationships % % %
Delivery % % %
Purpose and Objectives % % %
Communication % % %
Role Clarity % % %
Problem Solving and Decision Making % % %
Development (Team and Individual) % % %
Cross Functional Working % % %
Customer Focus % % %

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