Team Effectiveness Scale (11 questions)

This tool is intended for teams to take and discuss the results with each other, leading to a better understanding of their own team dynamics and identifying ways to improve.  A sample question: “When team members say they’ll get something done, they do.” There are five scales which show the behaviours of effective teams: Psychological safety, Team dependability, Structure and clarity, Meaning, and Impact.

Code MTeamEffect001 Categories ,
Team Effectiveness chart - 2 time periods
Team Effectiveness bar chart showing results from two time periods

Description

This tool is intended for teams to take and discuss the results with each other, leading to a better understanding of their own team dynamics and identifying ways to improve.  Team members should answer the questions individually, then discuss the results with each other.

Questions

  • All team members feel comfortable brainstorming in front of each other.
  • All team members feel they can fail openly without being rejected.
  • When team members say they’ll get something done, they do.
  • Team members proactively communicate with each other about delays and assume responsibility.
  • Team members know what the team and project goals are and how to get there.
  • Team members feel like they have autonomy, ownership, and discrete projects.
  • The work gives team members a sense of personal and professional fulfillment.
  • Work is matched to team members based on both skills/ability and interest.
  • Team members see their work as creating change for the better.
  • Team members feel their work matters for a higher-order goal.
  • Current team processes positively affect team members’ well-being.

Rationale

Google developed the measure on the basis of extensive internal research on the elements that make teams successful. It is broadly applicable to a variety of team types, and the report can be used to take immediate action to improve team functioning.

Limitations

The measure does not define a composite or average score, and it has not been validated for use in comparisons between agencies or programs. The scores should be used as a guide for reflection and improvement.

Method of measurement

There are five subscales corresponding to the five main questions, each of which has 2 or 3 subquestions as a 5-point Likert scale:

  • Psychological safety
  • Team dependability
  • Structure and clarity
  • Meaning
  • Impact

Reporting: Use bar charts to show the proportion of responses that selected ‘Agree’ or ‘Strongly agree’ for each question, grouped by subscale.

References

Google re:Work – Guide: Understand Team Effectiveness. (n.d.) Accessed March 10, 2017. https://rework.withgoogle.com/guides/understanding-team-effectiveness/steps/help-teams-determine-their-needs/

Chamberlain, Andrew. “What Matters More to Your Workforce than Money.” Harvard Business Review, January 17, 2017. https://hbr.org/2017/01/what-matters-more-to-your-workforce-than-money

* Edits were made to the questions for simpler readability and clarity.

Additional information

PDF version

No, Yes

Number of questions