Team Productivity, Satisfaction, and Value

Mobilizing leadership teams to create increased productivity, satisfaction and value.

Welcome to our survey for high performing teams. We trust you will find this a thought provoking series of questions. At the end of the survey you have the opportunity to enter your contact information so you can continue this exploration. We offer to analyze your responses and have a conversation with you about how you can take immediate action to improve the satisfaction, productivity and value of your team. Your results will not be shared with any one other than Synthesis LLC and you.

1. How well would you say your team meets their customer's (internal or external) requirements? (10 indicates the team consistently satisfies customer requests.)

1a. How do you measure customer satisfaction?

Survey your customers on a quarterly or annual basis.
Reward systems in place for recognizing on-time delivery of services.
The reputation of your team wins awards for reliably delivering on customer requests.
We only hear from them when they are unhappy.
We don't formally track this metric.
Other: Please enter an 'other' value for this selection.

2. Where would you rate the level of overwhelm (too much to do; too little time) your team members are currently experiencing? (1 indicates the level of overwhelm among team members is unsustainable).

2a. Which of the following most closely resembles how well your team effectively and consistently manages deadlines?

When a member of your team requests work from another department they always include a time and date when they want the work done.
The culture of your team allows people to re-negotiate deadlines or even say "no" to work.
It is expected that members of your team will have a great deal of work and working long hours is part of the culture.
Work often gets pushed back because an upset customer creates an urgent situation.
There is no time to prioritize, everything is important and urgent.
Other: Please enter an 'other' value for this selection.

3. On a scale of 1-10, where 10 represents a high level of morale and satisfaction among team members, how do you rate your team overall?

3a. How do you know or measure the team's level of morale?

We use 360 degree feedback tools.
You can sense that the mood of the team is ambitious, collaborative, and people want to come to work.
Management by walking around.
Your annual retention rate is 95% or less.
Some people are resentful and that drags the mood of the whole team down.
Other: Please enter an 'other' value for this selection.

4. Each member of the team is aligned and committed to producing the quality and quantity of work you expect. (10 represents everyone on the team has a shared understanding of the work expected of the team).

4a. How do you know that team members share the same level of commitment and understanding of the team's purpose and value as you?

My team members are accountable for their own responsibilities and are willing to take on additional work to help the team.
The whole team will come together to deliver if there is a setback that impacts the team's reputation.
We have stated guidelines of expected performance and they are reviewed at every performance review.
The request for additional work outside the normal scope of a team member's responsibility is met with hesitation and/or unwillingness.
The team does not push itself to improve performance.
Other: Please enter an 'other' value for this selection.

5. You are quick to make difficult decisions regarding individual performance and don't hesitate to step in when necessary. (10 indicates you have no hesitation at all and step in quickly to address the situation).

5a. How do you know when it is time to separate a poor performer from the team?

You are willing to confront and resolve issues associated with inadequate performance by team members as soon as they arise.
When working with poor performance, you stick to the time frame given to improve performance. If it does not improve you take corrective action swiftly.
Negative feedback from customer's and other team members becomes consistent.
It is better to wait until the employee applies for other positions within the company or leaves the company altogether.
There will soon be a reorganization or realignment of the department to eliminate the poor performer.
You have poor performers whom you inherited when you took over the team and politically it is a bad idea to remove them.
Other: Please enter an 'other' value for this selection.

6. Overall, where would you rate the amount of work your team produces compared to what you think they could produce if they were working smarter? (10 indicates they are working as efficiently as possible).

6a. How do you know if the team is working smart or if there is unnecessary duplication of effort or wasted time?

The team has clear delivery dates and open lines of communication to renegotiate terms throughout the cycle of work.
The team members provide honest periodic updates of their accomplishments and work status.
Team members trust each other sufficiently to accurately share information, perceptions, and feedback.
Occasionally we have to rework a portion of the project because there was miscommunication.
The team is so over-committed that we expect a little leeway in missing the deadline.
We are so busy that we don't have time to evaluate if there is duplication of effort or if someone is going down the wrong path.
Other: Please enter an 'other' value for this selection.

7. When considering your most valuable vendor relationship or external partnership, how would you rate your level of satisfaction with how well the two organizations work together? (10 indicates you are very pleased with how the partnership is working).

7a. What are the criteria you are basing your above assessment on?

The partnership is effective in creating mutually satisfactory solutions when business challenges develop.
Partners have the necessary skills for collaborative action.
The roles, responsibilities and expectations of partners are clearly defined and understood by all partners.
The service level agreement penalties are increasing.
The partnership is in jeopardy of collapsing.
Other: Please enter an 'other' value for this selection.

8. To what extent would you say your vendors or partners have a clear purpose and add value to the overall goal of the relationship? (10 represents a high degree of alignment and clarity).

8a. Which of the following most closely reflects your answer above?

There is senior level support for the partnership in each organization.
The lines of communication, roles and expectations of the partners are clear.
Partners are mutually involved in planning and setting priorities for collaborative action.
There is duplication of effort between partnerships with processes that are common to both organizations (shared services, data collection, reporting structures, referral procedures, etc.).
There are no formal structures to resolve differences between the partnership.
Other: Please enter an 'other' value for this selection.

Team Productivity, Satisfaction, and Value

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