Team Health Check Question Guide
Beyond the action guide, you can view all the insight and actions to unpack additional engagement opportunities. This could include the questions that have shifted the most since your last team health check or to focus on the next lowest score that requires exploration for improvement.
Question 1
My performance is measured against outcomes and metrics that are clearly explained.
Help Me Focus Clear expectations about what needs to be delivered and how the work is expected to be done, so people know where to focus their effort.
Click on the Question Number below to view the resources supporting each of the questions asked.
Question 2
I have access to everything that I need in order to perform well at my job.
Reduce Friction Whether the basics are taken care of - tools that work, processes that fit how work actually happens, and roles that are realistically resourced - so effort goes into the job, not into working around friction.
.
Question 3
My strengths are recognised here and I put them into practice every day in my job..
Leverage My Strengths This question looks at whether people are able to use what they are naturally good at in their day-to-day work. It is less about knowing strengths in theory and more about whether work is designed so those strengths are actually used, valued, and reinforced through everyday tasks.
Question 4
I regularly receive meaningful recognition for doing my job well.
Help Me See My Value Whether good work is noticed and acknowledged in ways that matter, recognising that people value different forms of appreciation such as praise, time, support, trust, or tangible acknowledgement.
Question 5
How happy are you with the relationship between you and your manager?
Care About Me Whether people experience a healthy, respectful working relationship with their manager. Day-to-day leaders shape most of the work experience, strongly influencing whether people feel supported, motivated, and able to do their best work. Team members sense when their manager genuinely has their back, not just their output.
Question 6
My manager supports me to get even better at the skills I’m valued for here.
Help Me Grow Whether people feel that someone is actively looking out for their growth and development, particularly in the skills they are valued for or where they make their greatest contribution, with an ongoing conversation that has a clear sense of direction over time.
Question 7
My opinions are taken into account and considered here.
Hear Me Whether people feel safe to speak up and believe their views genuinely matter. This is less about getting your own way and more about being listened to, taken seriously, and knowing your input can influence decisions and how work is done.
Question 8
The purpose or mission of the organisation is clearly defined and fulfilment of my job counts towards achieving it.
Connect Me To Purpose My Importance Whether people understand why the organisation exists and how their work makes a meaningful contribution. When purpose is clear and connected to day-to-day roles, work feels more worthwhile and effort is easier to sustain.
Question 9
My co-workers are accountable for doing quality work.
Expect Quality Whether people trust those around them to do their part and meet agreed standards. This also reflects whether teams understand how each other’s roles fit together, can raise issues early, so that quality issues are addressed rather than worked around.
Question 10
At work, I consider at least one of my co-workers to be a true friend.
Help Me Feel Safe Here Whether there is a foundation of trust, mutual respect, and real connection within the team. This is less about socialising and more about having someone you can rely on, be yourself with, and lean on when work gets difficult, which makes working together smoother and more resilient.
Question 11
My personal progress and development are important around here.
Invest In My Progress Whether people feel their growth matters and that time is taken to talk about how they are doing, what they are learning, and where they are heading. This reflects whether development is an ongoing conversation rather than an occasional event.
Question 12
In my role, there are ongoing opportunities to learn and grow.
Help Me Grow Whether people can see a future in their role and feel stretched in ways that build capability over time. This includes chances to learn, try new approaches, improve how work is done, and make better use of strengths, rather than feeling stuck repeating the same patterns year after year.
