Team Effectiveness Survey (13 questions + demographics)

Survey for staff and volunteers based on the Team Effectiveness measure. Includes open-ended suggestions.

Code Instrument:TeamEffect01 Categories , ,
Team Effectiveness survey thumbnail
Detail of the survey

Description

This survey instrument is focused on the Team Effectiveness measure plus optional questions on suggestions and gender. It is designed to encourage staff or volunteers to reflect on the behaviours of their team.

To protect confidentiality we recommend that you ask about gender only for large samples where it would not be possible to guess identities. To protect confidentiality further, you may also want to hide the open-ended ‘suggestion’ question at the end. We suggest that, in any case, you use a separate brief ‘Suggestions poll’ to ask for suggestions. This survey includes sensitive questions about the respondents’ opinions about their team and the administrator must ensure that results cannot be used to identify or penalize team members.

Demo

Sample survey (does not ask gender)

Sample Power BI report with sample data (does not report on gender)

Measures

  1. Team Effectiveness Scale (11 questions)
  2. Suggestion (open-ended text plus priority rating)
  3. Gender

Questions or Items

How well does your team function? The Team Effectiveness Survey measures five behaviours that are important in helping people feel supported, safe, productive and engaged. It was developed by Google for use with its own teams (see rework.withgoogle.com). (Rated on a 5-point scale of Strongly disagree to Strongly agree)

Psychological safety: Safety means that you can ask for constructive feedback, or ask ‘silly’ questions or share new ideas, or raise difficult issues without being shut down.

  • All team members feel comfortable brainstorming in front of each other.
  • All team members feel they can fail openly without being rejected.


Team dependability: 
A team is dependable when you know that your teammates will deliver a high standard of work without nagging.  Dependable members are reliable, and take ownership of tasks or problems.

  • When team members say they’ll get something done, they do.
  • Team members proactively communicate with each other about delays and assume responsibility.


Structure and clarity: 
Everyone understands their roles and responsibilities. Decision-making processes are clear.

  • 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.


Meaning: 
Work has meaning when your achievements or milestones are recognized and your tasks are connected to your individual interests and goals.

  • 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.


Impact: 
Teams have impact when they make meaningful progress. If there are too many goals, members may feel that their team is just ‘treading water’ – completing tasks without contributing to a larger process of change.

  • 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.

 

How can we improve our agency, programs, or teams? Please write your suggestion here. Because this survey is anonymous, we cannot respond directly to questions or complaints. To make a complaint, please follow your organization’s complaints procedure. (open-ended)

How important is this suggestion? (Very important, Important, Not very important)

What is your gender? (Female, Male, Gender diverse)

Additional information

PDF version

Yes

Number of questions

Availability

Included in Basic subscription?

Data collection method