This report shares your results as bar graphs and lists suggestions for improvement for each statement in the assessment.
Reading the bar graphs
Serious concerns
Opportunities for improvement
Potential strengths
For each statement, there is a bar graph with the responses from your team broken into three categories:
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Serious concerns: Red on the bar graph represents potential serious concerns and could require your immediate attention.
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Opportunities for improvement: Yellow on the bar graph represents potential opportunities for improvement.
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Potential strengths: Green on the bar graph represents potential strengths and could indicate areas where the team is currently doing well.
Weighting of results
The assessment response choices are Never, Rarely, Sometimes, Often or Always. Some statements are weighted differently than others. For instance, if there is discrimination, even sometimes, that is a serious concern and would be represented as red bar on the graph.
Not all employees have the same experience being on a team. This could be because of age, gender, race, competency or other reasons. In all cases, even just one response in red should be considered a serious concern.
As a leader, it’s up to you to determine whether the specific statement represents a potential legal concernopens a new window, something that you could easily improve, or something that requires organizational support.
Choosing how you will respond
This report highlights team strengths to discuss and even celebrate with team members. It also includes suggestions for improvement with free and practical tools, including team activities, workshop materials and facilitation tips, to help you build a more effective team. It’s important to remember, while some feedback may be difficult to hear, keep focused on your responsibility as a leader to take action on making the team experience better for everyone.
There are many ways to prioritize your next steps based on your results. You may wish to prioritize statements which:
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Present potential legal concerns, such as discrimination.
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Have the greatest percentage of serious concerns (red).
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Are critical to meeting your team’s current objectives.
Review strategies and resources: Feel free to use the evidence-informed strategies and resources suggested in this report, any of those available on Workplace Strategies for Mental Healthopens a new window, or your own resources, expertise and experience to choose approaches you know will be helpful for your team.
Ask your employees for more information: Every team is unique. While the report provides you with a lot of good information and helpful resources, you may need further clarification on some responses. In these cases, you can use the Explore further suggestions provided for each statement to gather more information from your employees about specific issues. This could be an email asking for more information, an anonymous method to share, a focus group or workshop, or engaging in a formal team agreement process. These suggestions are intended to help you to better understand the results and target your actions to address the root cause.
Statements and resources
The assessment statements are broken into three categories: Leadership strategies, Team interactions and Inclusion. The Leadership section focuses on things that are largely within the control of the team leader. The Team interactions section focuses on how team members interact with each other, while the Inclusion section focuses on the level of belonging that individual team members feel. The assessment statements for each category include a bar graph of your results, resources to help you take action for improvement, and an Explore further suggestion to help you gather more information if needed.
