Home  DrCareer.com  DrSurvey.com  DrTeam.com  DrWork.com  DrStrategies.com  Bienvenido (Espaņol)  Bienvenue (Francais)  Willkommen (Deutsch)

We offer five suites of services.  Click on your preferred service:

To participate in a scheduled survey, click on DrSurvey.com.  

Contact Support.

About Us 

Back to DrTeam                                                                 Back to DrSurvey

Team Performance Profile

Optimal team performance requires functional team processes (e.g., decision-making protocol) and practices (e.g., a mix of team and individual incentives) as well as team members with the needed skills to get the work done.  

We examine core issues identified by research and enterprise-specific issues identified by you and the team(s) to identify barriers to success and course-corrections to stay on the path of success.

Survey Content

Team member perceptions of various aspects of team functioning can help target appropriate action by the team leader and team members.  Examples of phenomena that we may measure include:

• Member exchange
• Team politics 
• Social identity with the team (vs. profession or larger organization)
• Member role clarity
• Member role ambiguity
• Member support
• Team Cohesion
• Goal clarity
• Support from external constituencies
• Decision-making norms
• Communication 

Team member and external constituency reports of team outcomes can help the team not only better understand the importance contextual issues measured in other parts of the survey but also predict other outcomes (e.g., member turnover and low productivity):

• Role stress
• Burnout
• Stress
• Productivity (effectiveness and efficiency)
• Satisfaction with the team
• Team commitment
• Intentions to leave the team

Measuring characteristics of the individual team members permits us to identify the source of the problem.  In other words, is it team functioning (which would require action), or is it the individual team member?  These may include:

• Emotional labor for team meetings
• Exchange ideology 
• Mood at work
• Delay of gratification
• Expectations 

Goal congruence, which is a computed metric, provides a powerful assessment of the extent to which the team members are congruent with each other and with the team leader on critical priorities.  

When measuring multiple teams, we may also compute agreement (r_wg) indices that permit us to ascertain team member agreement in their perceptions, which is important in determining what is real and what is not.

Method

• First, we design the survey based on the issues facing the team and then administer them in the appropriate format (e.g., online, telephone, face-to-face, or paper-and-pencil).  
• After collecting the data, we conduct analyses (e.g., response rate and psychometric analyses) necessary to ascertain the reliability and validity of the results before reporting results.
• Then, we present the results in the format appropriate for the team and based on the results. 
• We take steps to prepare the team address the key issues coming out of the results.

Team Performance Profile by DrSurvey

We go several steps beyond many (if not most) other survey firms in order to provide the most cost-effective survey process we believe possible.  

• We combine best-practice survey issues with team-specific issues to ask the right questions.  
• We analyze the data to ensure reliability and validity before attempting to understand the results.  
• If the data meet our high standards, we then conduct the analyses necessary to truly understand what the team members were telling us.
• Finally, we help you emphasize what matters most to the team rather than reporting the results in shotgun fashion.

Under our DrTeam umbrella, we also offer an array of team design and development services.  

Home  DrCareer.com  DrSurvey.com  DrTeam.com  DrWork.com  DrStrategies.com  How We Work   Contact Us  Research  Jobs  Legal & Privacy