12 people responded anonymously. Here's what's helping your team operate well, what's quietly draining momentum, and where one focused shift would make the biggest difference.
Your read vs. the data
You predicted
Psychological Safety
→
Actual strongest
Values Alignment (7.5)
That's the scan working. You were watching one signal — and your team's energy is actually strongest somewhere else. That's not a miss, that's new information. Most leaders never get to see this. Now you have a clearer picture of what's currently holding your team together — and something worth protecting.
What's holding your team together
Integrity
Values Alignment
✦7.5
out of 10
+0.7 vs benchmark
Research consistently shows that trust in leadership is one of the strongest predictors of employee engagement — and that managers account for the majority of the variance in how engaged their teams are.
Why this matters
Your team trusts that what you say will actually happen — and that trust didn't build itself. When actions consistently match words, people stop spending energy on doubt. They don't have to wonder whether commitments will be kept or whether decisions will be explained. That predictability is what trust is actually made of — not warmth, not liking each other, but the accumulated evidence that this system is reliable. Your team has that evidence. It compounds.
What it enables for your team
Honest conversations happen earlier — people trust it's worth raising issues because follow-through is real
Discretionary effort flows freely because people trust the system they're investing in
Difficult leadership decisions land with less resistance — even when people disagree, they trust the intent
What to protect
Integrity is built slowly and lost quickly. The gap between one broken commitment and a shifted trust baseline is smaller than most leaders expect. You've built something valuable here. Keep doing exactly what you're doing — consistency is the mechanism.
6.5
out of 10
Team Operating Score
+0.2above benchmark (6.3) · 138 teams
The current health of the conditions shaping how your team operates — clarity, trust, balance, communication, and engagement.
12/14 responded · 86% participation
1
3
5
6
7
9
DrainingWithin reachFueling
Drivers scoring 7.0+ are fueling your team. Drivers below 5.5 are actively draining energy. Drivers between 5.5–6.9 are within reach of healthy. The dot on each bar shows the platform benchmark across 138 teams.
Your Team Operating Map
Fueling Your Team
Drivers actively supporting performance
IN
Integrity
Values Alignment · Avg: 6.8
7.5
AU
Authenticity
Psychological Safety · Avg: 6.6
7.1
Within Reach
Closest to healthy — highest leverage
HA
Harmony
Collaboration & Belonging · Avg: 6.3
6.9
OR
Organization
Clarity & Structure · Avg: 6.5
6.6
RE
Reciprocity
Recognition & Exchange · Avg: 6.3
6.3
FA
Fairness
Equity & Trust · Avg: 6.0
6.0
Draining Your Team
Actively costing energy — start here
BA
Balance
Sustainable Pace · Avg: 5.8
5.4
Momentum Signals
Forward-looking signals · Higher is better
Recovery Capacity
64%
How well your team is replenishing energy between demands.
Avg: 62% +2%
Engagement Strength
66%
The level of investment and connection being brought to the work.
Avg: 64% +2%
Presence & Focus
61%
How fully the team is showing up — present and engaged.
Avg: 65% −4%
Pattern Intelligence
Cross-question patterns that reveal what's happening beneath the scores
Safety without influenceCross-driver
Your team feels safe to speak up — but doesn't feel heard when they do. Safety without influence creates a specific frustration: "I can say it, but nothing changes." That gap erodes trust faster than silence does, and it's why Authenticity and Harmony score well while Balance continues to slide.
Effort going unseen
The team supports each other strongly — but motivation to go the extra mile is quietly fading. The peer connection is healthy but the effort-to-recognition exchange is breaking down. People still care about each other but are questioning whether the extra effort is worth it. Reciprocity is the signal to watch most closely over the next quarter.
What your team reported — the specifics
The individual signals where the team scored highest and lowest.
Strongest signals
7.6/10
Commitments being followed through on consistently
7.2/10
Honest feedback feeling welcome rather than risky
Most strained
5.2/10
Genuinely switching off from work outside of hours
5.6/10
Workload feeling sustainable given what's available
In 90 days
What early traction looks like
Based on your team's actual question scores — not perfection, just consistent progress.
Right now
Balance
5.4
/ 10
Draining
→
90 days · focused effort
Balance
7.2
/ 10
Fueling ↑
The specific scores that shift
Genuinely switching off from work outside of hours
5.2→7.2
Workload feeling sustainable given what’s available
5.6→7.6
Pace across the team feeling manageable
5.4→7.4
From absorbing demand continuously → recharging between peaks
Teams that recharge between high-demand periods sustain quality longer than teams that push through. The goal isn’t a slower pace — it’s one deliberate recharge practice between projects, sprints, or high-pressure stretches that becomes part of how this team operates. That moves Balance from Draining to Fueling.
Where to start
First move: reduce the pressure points draining team capacity
Balance scored 5.4/10 — the most strained driver and the one actively sitting in the Draining quadrant. You can't make people recover. You can only create the conditions where recovery becomes more likely.
Questions worth sitting with
“What do you think is actually making it hard for people to fully switch off — is it the volume, the distribution, or something about the culture around availability?”
“What's one thing you do — not say, but actually do — that signals to the team whether rest is genuinely okay here?”
A strength you can lean on
Authenticity · Psychological Safety (7.1/10) is in the Fueling quadrant. The team already feels safe raising concerns — use that openness. The conversation about pace will land differently here than on a team where people can't speak honestly.
Keep the picture current
These results reflect where your team is right now — but team energy shifts with every project, quarter, and change in workload. The conditions measured here can move meaningfully within 90 days.
Running another pulse next quarter lets you see whether the areas you focused on actually moved — and whether new pressures have emerged. That's the difference between a one-time snapshot and a leadership practice.
Next pulse window
Calculating...
90 days from today — when conditions may have shifted.
Why this matters: Most teams don't lack effort — they lack visibility into the conditions shaping their output. These 7 drivers are the invisible layer beneath performance metrics. Running a pulse each quarter gives you the information to act early, not react late.
Need support working on Balance?
If Balance (5.4/10) feels like something the team needs to work through together, ZenWorkspace offers a 90-minute facilitated Reset Session — designed around your actual scan data, not a generic playbook.
A trained facilitator helps your team:
Surface what's behind the score — in a space that feels safe enough to be honest
Have the conversation the team needs but hasn't had yet
Leave with shared commitments specific to your team — not a template
Everything here is aggregated and anonymous. Responses were collected without any identifier. No name, no email, no device ID. No one — including you — can tell who said what. That's by design, not just policy.
