Team health pulse survey
Eighteen questions that tell you how the team is really doing. Responses are pooled and never attributed, so people answer honestly. Run it quarterly and watch the trend, not just the snapshot.
- Questions
- 18
- Reviewer time
- About 5 mins
- Typical cadence
- Quarterly
What this assessment is for
Annual engagement surveys arrive too late to act on and are too long for anyone to answer carefully. A short quarterly pulse on the things that actually predict performance - safety, clarity, workload, trust - tells a manager where to intervene this month.
A team-level pulse covering psychological safety, clarity, workload and wellbeing, collaboration, manager support and recognition. Run it quarterly and watch the trend, not just the snapshot.
Who does what
The whole team, not any one person.
Everyone you invite answers anonymously. There is no self-assessment.
A quick quarterly check on morale, workload and communication.
Reviewers: Everyone in the team - responses are pooled, never attributed.
What it measures
18 statements across 6 themes, each rated on a 1 to 5 scale.
Psychological safety
People can speak up, disagree and admit mistakes.
Clarity & direction
Everyone knows the priorities and how their work connects.
Workload & wellbeing
The pace is sustainable and pressure is managed openly.
Collaboration & trust
The team works as one unit and holds each other to standards.
Manager support
The manager is available, fair and useful.
Recognition & growth
Good work is noticed and people can develop.
- People in this team can raise problems and tough issues without fear.
- Mistakes are treated as something to learn from, not something to punish.
- It is acceptable here to disagree with the person leading the work.
- The team is clear about its priorities for the next few months.
- People understand how their own work contributes to the bigger picture.
- Decisions that affect the team are explained properly.
A sample of the 18 statements included.
Inside your report
What you get when the responses are in
- Scores across psychological safety, clarity and direction, workload and wellbeing, collaboration and trust, manager support and recognition
- Pooled, unattributed responses - individual answers are never shown
- The two or three themes a manager should act on first
- Comparable scores each quarter so you can see the trend
When to run it
- Quarterly team check-ins
- After a restructure, a merger or a change of manager
- Teams with rising sickness, turnover or missed deadlines
- Establishing a baseline before a culture programme
The business case, in three numbers
Everything you need to justify the spend to a finance lead.
- Assessment cost
- £10
- Typical cost avoided
- £1,650
- Break-even
- Preventing one burnout absence pays for 220 pulse surveys.
Including VAT, per assessment.
Annual cost of work-related stress per employee
- Work-related stress, depression and anxiety cost UK employers an estimated £1,650 per employee per year (HSE).
- Team friction and overload show up in a pulse long before they show up in absence figures.
- Quarterly cadence gives you a trend line rather than a one-off snapshot.
Figures are published UK benchmarks (CIPD, HSE and recruitment cost surveys) and are indicative, not a guarantee of savings in your organisation.
How it works
1. Set it up and pay
Create the cycle, pay £10 including VAT, or use 2 credits if your organisation holds a credit wallet.
2. People tap a link
Everyone you invite gets a unique magic link. No account, no password, works on a phone.
3. Read the report
Scores, gaps and comments are assembled as responses come in, ready to take into the conversation.
Frequently asked questions
Is the team pulse anonymous?
Answers are pooled and never shown as coming from an individual. The report does show how many people responded, so with very small teams someone could guess who said what - invite four or more people.
How many people do we need in the team?
Four or more. Smaller groups make anonymity impossible to guarantee.
How often should we run it?
Quarterly. Any more often and response rates drop; any less and you lose the trend.
Do you remind us when the next pulse is due?
Yes. Choose quarterly reminders when you start, and the organisation owner gets one prompt before the next cycle. Nothing is launched or charged automatically.
How is this different from the wellbeing check?
The pulse is about how the team works. The wellbeing check is about how people are. Many teams run them alternately.
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Exit insights
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Mid-year 180
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Hybrid team check
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Change readiness
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Commercial 180
Make commercial coaching about observable choices, not personality.
Ready to run it?
Set up the cycle, invite the people you want to hear from and get your report.£10 including VAT, or through your organisation's credit wallet.
Buying for yourself? Pay directly at checkout with VAT included. Running this for your team? Organisation credits let you edit the questions, assign colleagues and view team analytics - credits are £5 each plus VAT, with no second tax when you spend them.