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Team effectiveness, overall score (Indicator)

Definition

The Google Team Effectiveness Discussion Guide identifies five behaviors that are important for effective teams:

  1. Psychological safety
  2. Team dependability
  3. Structure and clarity in team
  4. Meaningful output by team
  5. Team impact

The tool is meant to help team members understand their own team dynamics and find ways to improve. Team members should answer the questions individually, then discuss the results with each other.  

The instrument does not define a numerical score, and it has not been validated for use in comparisons between agencies or time periods. LogicalOutcomes recommends that the indicator be the percentage of respondents who select 'agree' or 'strongly agree', and that the scores be used as a guide for improvement.    

 

Alternate names:

Short name
Team effectiveness

Outcome Areas

Rationale

More important than individual characteristics is how a team functions as a whole. This tool is based on independent research and is broadly applicable to a variety of team types. The indicators are action-focused, simple, and valued.

Calculation rules

Computation Rule:

An average score is created for each of the five areas (see separate indicators). Then, the averages are added for an overall score.

    



    

Numerators

Eleven data elements, each based on one of five behaviors that are important for effective teams. Individuals assess their level of agreement with each statement on a Likert scale:

Comments

Below is a preview of the survey layout where you can see the questions for each domain. The score for each of five areas will be calculated in the reporting function. 

Team effectiveness survey 

The goal of this survey is to help you understand how well your team works together, and see where you could improve. This survey is about your team as a whole. You will answer questions about how the team functions in five areas: psychological safety, dependability, structure and clarity, meaning, and impact. Please allow about ­­­5-7 minutes to complete the survey.  

For each statement below, please indicate your level of agreement on a scale from 1 to 5, where 1 means "strongly disagree" and 5 means "strongly agree". 


Psychological safety 

If members of your team fear asking for constructive feedback, or hesitate to ask “silly” questions or share new ideas, then your team may need to improve its psychological safety. 

      Please rate your level of agreement, from 1 "strongly disagree" to 5 "strongly agree" 

     1. All team members feel comfortable brainstorming in front of each other 

     2. All team members feel they can fail openly without being rejected 


Team dependability 

A team lacks dependability when members aren't reliable, or when they don't take ownership of tasks or problems. 

     Please rate your level of agreement, from 1 "strongly disagree" to 5 "strongly agree" 

     3. When team members say they'll get something done, they do. 

     4. Team members proactively communicate with each other about delays and assume responsibility 


Structure and clarity 

If decision-making processes are unclear, and team members don't know who is responsible for what, then your team may need to improve structure and clarity. 

     Please rate your level of agreement, from 1 "strongly disagree" to 5 "strongly agree 

     5. Team members know what the team and project goals are and how to get there 

     6. Team members feel like they have autonomy, ownership, and discrete projects 


 Meaning 

If achievements or milestones pass without recognition, or tasks are assigned without considering  individual interests or goals, then your team may need to improve meaning.   

     Please rate your level of agreement, from 1 "strongly disagree" to 5 "strongly agree" 

     7. The work gives team members a sense of personal and professional fulfillment 

     8. Work is matched to team members based on both skills/ability and interest 


 Impact 

Teams that need to improve impact often have so many goals that they can't make meaningful progress. Team members may feel that their team is just 'treading water' - completing tasks without contributing to a larger process of change. 

      Please rate your level of agreement, from 1 "strongly disagree" to 5 "strongly agree" 

      9. Team members see their work as creating change for the better 

      10. Team members feel their work matters for a higher-order goal 

      11. Current team processes positively affect team members' well-being. 

 

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

* Minor changes in the wording of question two under Psychological Safety. Changed 'shunned' to 'rejected'.

* Edits were made to the definition according to Google re:Work's Team Effectiveness Discussion Guide for simpler readability and clarity.

-The tool is meant to help team members understand their own team dynamics and find ways to improve. Team members should answer the questions individually, then discuss the results with each other.  

-The instrument does not define a numerical score, and it has not been validated for use in comparisons between agencies or time periods. LogicalOutcomes recommends that the indicator be the percentage of respondents who select 'agree' or 'strongly agree', and that the scores be used as a guide for improvement.  

*Changed the indictor scoring from 'average score' to 'percentage of respondants who select 'agree' or 'strongly agree'.

Additional Attributes

Slot name Type Value Similar
Collection

OCASI

265
Data collection

Surveys and interviews

32
Inputs and outputs

Organizational capacity

17
Languages

English

23
Terms of use

This content is from rework.withgoogle.com (the "Website") and may be used for non-commercial purposes in accordance with the terms of use set forth on the Website https://rework.withgoogle.com/terms/

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