Team Performance Scorecard

DIMENSION 1: CLARITY

1. How clear are role responsibilities across your team?

Everyone knows exactly what they own (5)

Most people know, some confusion (3)

Frequent confusion about ownership (1)

Nobody really knows who owns what (0)

2. How are decisions made in your organization?

Clear authority levels, fast decisions (5)

Usually clear, occasional bottlenecks (3)

Often unclear, decisions wait (1)

Everything escalates to the top (0)

3. How documented are your escalation paths?

Fully documented and followed (5)

Partially documented (3)

Exists but rarely used (1)

No escalation paths exist (0)

4. How current is your org chart?

Updated monthly, reflects reality (5)

Mostly accurate (3)

Out of date (1)

What org chart? (0)

DIMENSION 2: COMMUNICATION

5. How would you describe information flow?

Right info, right people, right time (5)

Generally good, some gaps (3)

Information gets lost frequently (1)

Total chaos—nothing reaches who needs it (0)

6. How many communication channels does your team use?

2-3 with clear purposes (5)

4-5, somewhat organized (3)

6+, overlapping purposes (1)

No one knows where anything is (0)

7. What's your average response time for work requests?

Same day (5)

1-2 days (3)

3-5 days (1)

Who knows (0)

8. How productive are your meetings?

Clear outcomes from most meetings (5)

Some good, some wasteful (3)

Mostly could be emails (1)

Meeting hell (0)

DIMENSION 3: PROCESS

9. What percentage of recurring processes are documented?

80%+ documented (5)

50-80% documented (3)

20-50% documented (1)

Almost nothing documented (0)

10. How quickly do new hires become productive?

4-6 weeks (5)

2-3 months (3)

4-6 months (1)

6+ months (0)

11. What happens when a key person is out sick?

Others can cover smoothly (5)

Minor disruption (3)

Significant disruption (1)

Complete chaos (0)

12. How often are processes reviewed and updated?

Quarterly or more (5)

Annually (3)

Rarely (1)

Never (0)

DIMENSION 4: ACCOUNTABILITY

13. What percentage of weekly commitments are delivered?

85%+ (5)

70-85% (3)

50-70% (1)

Below 50% (0)

14. How consistent is your meeting rhythm?

Set cadence, rarely cancelled (5)

Mostly consistent (3)

Erratic—depends on fires (1)

What rhythm? (0)

15. How are underperformance issues addressed?

Quickly with clear process (5)

Eventually, after too long (3)

Avoided until crisis (1)

Never addressed (0)

16. How visible are team commitments?

Public and tracked (5)

Known by manager (3)

Vague and informal (1)

Not tracked at all (0)

DIMENSION 5: CAPABILITY

17. How much training do new managers receive?

Comprehensive program (40+ hours) (5)

Some training (10-40 hours) (3)

Minimal (under 10 hours) (1)

None—sink or swim (0)

18. How effective are 1:1 meetings in your org?

Structured and valuable (5)

Happens but inconsistent quality (3)

Rarely happens (1)

What are 1:1s? (0)

19. How confident are managers in difficult conversations?

Very confident with tools (5)

Somewhat comfortable (3)

Avoid when possible (1)

Never happen (0)

20. What development support do managers receive?

Ongoing coaching and resources (5)

Annual training (3)

Nothing structured (1)

They're on their own (0)

📊 CALCULATE YOUR SCORE

Tally your points from each section.

Clarity ____ / 20

Communication ____ / 20

Process ____ / 20

Accountability ____ / 20

Capability ____ / 20

TOTAL TEAM HEALTH SCORE: ______ / 100

Interpreting Your Score:

76-100: Kinetic Flow. Top 10%. Focus on optimization.

51-75: Functional. Good but vulnerable. Close the gaps.

26-50: Friction Zone. High risk of burnout. Urgent repair needed.

0-25: Chaos Mode. Immediate intervention required.