Team Health Check Template for Agile Teams

Monthly works well for most teams. Quarterly is the minimum frequency that still catches trends. More often than monthly creates survey fatigue without enough time for actions to take effect. If your team is going through a major transition (new manager, new product direction, post-reorg), run a check at the start and again 6 weeks later to see how the transition is landing. For sprint-level reflection, use the [Sprint Retrospective Template](/templates/sprint-retrospective-template) instead.

Both, but in different proportions. The manager should vote alongside the team (they experience the team dynamics too) but should speak less during discussion. A good pattern: the manager facilitates the voting and reveal, then a team member facilitates the discussion while the manager participates as a peer. This separates the process role from the authority role. The manager should never vote first or share their ratings before the team.

Low psychological safety is often the root cause. If people are rating green across the board but you can see problems, the health check itself is surfacing a meta-problem: the team does not feel safe being honest. Address this directly. You might run a session where everyone writes their concerns on anonymous cards (physical or digital). Or discuss psychological safety as its own topic outside the health check format. Building trust takes time, but the health check can be the tool that starts the conversation.

Yes. The 10 dimensions in this template are a starting point. If your team has a specific challenge (remote work, cross-timezone collaboration, regulatory compliance), replace a less relevant dimension with one that reflects your reality. Keep the total between 8-12 dimensions. Fewer than 8 misses important areas. More than 12 creates voting fatigue and dilutes the discussion. ---