What each KPI means, why it matters for how a team performs and how it is measured: one explainer per KPI, with the survey items and the research behind them.
PEAKTEAMS describes a team with 18 KPIs arranged in an Input, Process, Output model, the structure much of the team-effectiveness literature uses. Inputs are the conditions a team is given: its purpose, values, resources, organization and leadership. Processes are how the team turns those conditions into work: trust, communication, feedback, motivation, the way it handles conflict and delivery. Outputs are what comes out, for the team itself and for the organization around it.
Friction is the eighteenth KPI and the only one where a higher score is worse: the energy a team loses to bureaucracy, politics, instability and unproductive meetings on the way from input to output. Together the four groups give a number for each KPI and one Team Net Value for the team.
Every KPI is scored from 1 to 5 from the answers of all team members. The Snapshot survey covers all 18 in about 12 minutes per member; the Deep-Dive asks twelve items per KPI, thirteen where a reverse-keyed check is added, for the 17 value-creating KPIs (Friction is measured by the Snapshot only). Results appear only once at least five team members have answered; the owner's own answer does not count. The KPIs are drawn from the team-effectiveness literature and built on 20+ years of published team research; each explainer lists its sources.
What the team starts with: a clear purpose, shared values, the resources to do the work, a sensible organization and leadership that sets direction.
Purpose & Objectives
Whether the team shares a clear purpose and knows what it is working towards.
Read the explainerValues & Vision
Alignment on long-term direction, shared values and strategic priorities.
Read the explainerEnvironment & Resources
Whether the team has the tools, time, budget and workspace it needs.
Read the explainerTeam Organization
Clarity of roles, responsibilities and decision rights inside the team.
Read the explainerLeadership Principles
How leadership sets direction, removes obstacles and models the behaviour it asks for.
Read the explainer
How the team works together day to day: cohesion, trust, communication, feedback, motivation and the way conflicts and delivery are handled.
Social Cohesion
The strength of the personal bonds and mutual support in the team.
Read the explainerInnovation & Growth
Room for experiments, new ideas and learning from what did not work.
Read the explainerDelivery Methodology
Whether the way of working is fit for purpose, followed and improved.
Read the explainerInner Drive
The intrinsic motivation and ownership members bring to their work.
Read the explainerIdentification & Engagement
How strongly members identify with the team and its goals.
Read the explainerFeedback & Development
Whether feedback flows regularly and people grow in their roles.
Read the explainerMotivation & Focus
Energy and attention directed at the work that matters most.
Read the explainerTrust & Safety
Psychological safety: whether people can speak up, disagree and admit mistakes.
Read the explainerCommunication Culture
Open, transparent information sharing and listening across the team.
Read the explainerConflict Navigation
How constructively disagreements are surfaced and resolved.
Read the explainer
What the team delivers and the difference it makes beyond its own boundary.
Energy lost to bureaucracy, politics, instability and unproductive meetings. The one KPI where a higher score is worse.
The team survey takes about 12 minutes per member and scores all 18 KPIs. Results appear only once at least five team members have answered; the owner's own answer does not count.
Free during early access, no credit card. Hosted in the EU.