Team assessment tools compared (2026): 9 options, who they fit, what they cost

"Team assessment tool" covers three different products: company-wide engagement platforms that happen to have a team view, instruments built for one team at a time, and small diagnostics sold to coaches and team leads. Buying the wrong category is the most common mistake, and it is an expensive one when the contract runs by headcount. This guide sorts nine tools by category, states what each one is for, and gives the pricing as published on the vendor's own page on 19 October 2026. Where a vendor does not publish prices, it says so.

The comparison at a glance

Before you choose: five selection criteria

1. Unit of analysis. Does the tool score the organisation, the individual or the team? An engagement platform aggregates individual answers by org unit; a team instrument asks about the team and reports on the team. If your question is "which of our 40 teams needs help", you need the second kind, or a platform with a genuine team view.
2. Anonymity rules. Every tool claims anonymity; the number that matters is the minimum responses before a result is shown and whether the manager's own answer counts. Ask for the exact rule in writing. With only a few answers, a manager who knows the team can often work out a single response from the rest; PEAKTEAMS shows team results only once five members have answered, and the owner's own answer is not counted toward that five.
3. Model and evidence. Is the question set built on a named model (Hackman's enabling conditions, Lencioni's five dysfunctions, input-process-output research) and does the vendor publish the items? A published item bank lets you check the instrument before you trust the chart.
4. Re-measurement. A one-off survey tells you where a team stands; only a second run with the same questions tells you whether anything changed. Check that the tool keeps history per team and shows the delta.
5. Cost structure. Per employee per month, per team, per participant one-off, or an annual platform fee. For a pilot with five teams, a per-team or per-participant price is usually a tenth of a platform contract. For 2,000 employees, the platform can be cheaper.

Enterprise engagement platforms

These are bought by HR for the whole company. Their strength is breadth, benchmarks and integration into a wider people-ops stack; their limit is that the team is a filter on an individual survey, not the thing being measured.

1. Culture Amp

What it is. "The Employee Experience Platform": engagement, performance and an AI coach, backed by a People Science team. Best for. CHROs and HR leaders in organisations of 200 to 1,000+ employees who want engagement, performance and benchmarking from one vendor. Pricing. Custom and annual, by headcount, product and service tier; no public per-seat price and no free trial listed on the pricing page. Strengths. A dedicated Team Effectiveness Survey of 35 items that Culture Amp documents as built on Google's Project Aristotle findings and Tuckman's stages, plus benchmarks, survey templates and a Performance Culture Quadrant diagnostic. Limits. You cannot find out what it costs without a sales conversation, and it is sized for organisations, not for a single team lead or a coach with three clients.

2. Workleap Officevibe

What it is. Workleap's people-insights product, pitched as "Unlock people insights and put our agent to work", with an AI HR assistant. Best for. HR and people leaders rolling out pulse surveys to first-time managers; an Enterprise tier for organisations above 250 employees. Pricing. Standard $4,999 per year plus $32 per manager per month; Pro $11,999 per year plus $32 per manager per month; Enterprise custom. Note that the old officevibe.com pricing URL no longer resolves; the current page is on workleap.com. Strengths. A large template library, including a seven-question psychological safety survey and a team-effectiveness template category, and a resource library for managers. Limits. The platform fee makes it a company decision, and the per-manager pricing means cost scales with the number of leads, not teams surveyed. No coach or partner program is mentioned.

3. Leapsome

What it is. An HR platform with an HRIS core and talent modules, described by Leapsome as an "Agentic HR Platform", with ISO 27001, SOC 2, GDPR and EU AI Act compliance stated on its site. Best for. People Ops teams, from startups to enterprise, who want HRIS, engagement surveys, performance and goals in one system. Pricing. Per employee per month in EUR: HRIS Foundation €7 (Pro €10), Engagement Surveys +€4, Performance +€7, Goals +€4; a 14-day trial is offered. Strengths. Modular pricing you can read on the page, a trial, and a knowledge hub with templates. Limits. Engagement is one module in a suite; if you only want to diagnose teams you pay for a platform you will not use. We have written a longer Leapsome alternative comparison for buyers weighing a suite against a team diagnostic.

Also in this category. Lattice publishes per-seat prices in USD, billed annually: Engagement $4, Goals $8, Performance $10, with Compensation (+$6) and Grow (+$4) add-ons and a $4,000 minimum. Workday Peakon Employee Voice publishes no pricing and sells through Contact Sales only. Both are organisation-level buys.

Team-level instruments

These were designed around a team model and are usually delivered by a facilitator, coach or consultant. They go deeper on one team than any engagement platform, and they cost more per team.

4. The Five Behaviors (Wiley)

What it is. The assessment built on Patrick Lencioni's model: Trust, Conflict, Commitment, Accountability, Results, delivered by Wiley. Best for. Teams working with a facilitator on the Lencioni model, especially where the language of the five dysfunctions is already in use. Pricing. Sold only through Authorized Partners. Wiley's 2024 price list shows the Team Development profile at $210 (35 EPIC credits); The Table Group's lighter Online Team Assessment is $56.50 per licence. Strengths. A well-known model, a partner network with a "Find a Partner" directory, and success-story material. Limits. You need a partner to buy it, the model fixes the diagnosis to five behaviours, and the site's own "89 % say it improved effectiveness" figure is a self-report, not an outcome measure.

5. Gallup Q12

What it is. Gallup's twelve-item engagement survey, delivered through Gallup Access with global benchmarks, and presented as "The World's Leading Employee Engagement Survey". Best for. Leaders and managers who want their numbers against Gallup's benchmark; organisations under 100 employees buy online, larger ones through a consultant. Pricing. $20 per participant with a four-participant minimum, including twelve months of Gallup Access. Strengths. Cheap to start, a huge comparison base, and a published meta-analysis behind the twelve items. Limits. It measures engagement, which is an individual state, not team process; twelve items give little to act on at team level; and there is no reseller program for coaches (CliftonStrengths certification is a separate product).

6. Team Diagnostic Survey (6 Team Conditions)

What it is. The Team Diagnostic Survey built by Ruth Wageman and J. Richard Hackman, offered by 6 Team Conditions as an online diagnostic suite: a 20 to 30 minute baseline plus a two-minute pulse. The site states that the six conditions "account for up to 80 % of team effectiveness". Best for. Senior leadership teams and internal or external team coaches who want the most researched team model available. Pricing. Not published; sold through certified practitioners. Strengths. Peer-reviewed origins (Wageman, Hackman and Lehman, 2005), a practitioner certification, and a research library. Limits. No price without a practitioner, and the certification route makes it a commitment for a coach rather than a tool to try with one client.

Also in this category. Custom Insight Team Assessment is a 24-item survey that takes under five minutes, priced at $95 per team plus a one-time setup fee of $0 to $750, with a free trial and a public sample-questions page. A reasonable budget option for a manager or consultant who needs a quick read on one team.

Smaller team diagnostics

Newer, cheaper and narrower. These are bought by a team lead, Scrum Master or coach with a credit card, not through procurement.

7. TeamDynamics

What it is. A US team-level assessment that scores a team on four dimensions and assigns one of 16 team types, with a "CoDynamics" view comparing each person to the team; positioned as a complement to MBTI and DiSC. Best for. Teams and coaches who want a shared vocabulary for how the team works, fast. Pricing. One-time: Solo $29, Pro $39 per participant, Enterprise custom. Strengths. Low price, a free preliminary view of the team type, a sample report and a Professional Partners program for coaches and consultants. Limits. A type is a description, not a measurement of effectiveness; there is no KPI-level score to re-measure against, and the four dimensions describe style rather than conditions such as goal clarity or resources.

8. Echometer

What it is. German "software for agile leadership" from Münster: retrospectives, team health checks and 1:1s in one tool, with Spotify-style health-check templates. Best for. Scrum Masters, agile coaches and team leads who already run retros and want health-check trends alongside them. Pricing. Free Starter plan for one team; Pro €29 per team per month on an annual plan (€35 monthly); Business €49 per team per month. Strengths. Free to start, priced per team rather than per employee, health-check answers are anonymous, and strong free content on team health checks in English and German. Limits. The health check is a retro companion built on Spotify-style templates, not a KPI-level diagnostic: there is no published minimum response count before results show, no score to re-measure a team against beyond the health-check trend, and the format is agile-centric. No partner program was found.

Also in this category. teamSalient (UK) is a BPS-accredited diagnostic on its PARTNER model of seven drivers, with a 360 view from stakeholders, priced up to £995 per team, £4,775 for five teams and £8,950 for ten, and a one-day practitioner accreditation. teamecho (Austria) is a mood barometer with a built-in psychological risk assessment for the DACH market: free up to 15 people, then Essential €2.80 per person per month with a €1,990 annual minimum, Business €4.80, Business Plus €6.80.

9. PEAKTEAMS

What it is. Our own product: an anonymous team survey that scores 18 KPIs across inputs, processes, outputs and friction, sums them into a Team Net Value from 0 to 100, assigns one of 16 team identities from four dimensions, and shows a Consensus Matrix of where the team agrees and where its views split. Every report ends with one prioritised next step. Best for. Team leads who want a baseline for one team, HR teams piloting a comparable team metric across several teams, and coaches who want a before-and-after for each client. Pricing. Free during early access, with no credit card and no limit on teams; paid plans will come later and current users will hear first. Strengths. About 12 minutes per member for the full survey, a free 57-question team check that needs no signup, a published methodology with KPI definitions drawn from the team-effectiveness literature, a hard anonymity rule (results appear only once at least five team members have answered; the owner's own answer does not count), survey history per team for re-measurement, and EU hosting on Vercel in Dublin and Supabase in AWS Ireland with Libaty GmbH as controller. Limits. Early access: no integrations with HR, chat or project tools, no single sign-on, no PDF export yet (a shareable read-only report link exists), benchmarks labelled as early data, and no validation study published for the instrument. If you need a suite, a certified practitioner or a benchmark of thousands of companies, one of the tools above fits better.

Which one should you pick?

Whatever you choose, run it twice. A single assessment is a photograph; the second one is where the information is. For what to measure and why, see the guide to the 18 team performance KPIs, and for the question of anonymity in small teams, the psychological safety survey guide.