Assesses a team's health across three independent dimensions - delivery, morale, and clarity - using observable signals from the last 8 weeks, then maps each red or yellow signal to one manager action with a 2-week horizon. Use when a manager asks "is my team okay", "how do I tell if morale is slipping", "we keep missing sprints and I don't know why", or wants a quarterly team health review. Do NOT use for facilitating a single sprint retrospective - use sprint-retro-facilitator instead - for structuring individual 1:1s - use 1on1-agenda - or for defining how a new team works together - use team-charter instead.
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name: Team Health Check
description: Assesses a team's health across three independent dimensions - delivery, morale, and clarity - using observable signals from the last 8 weeks, then maps each red or yellow signal to one manager action with a 2-week horizon. Use when a manager asks "is my team okay", "how do I tell if morale is slipping", "we keep missing sprints and I don't know why", or wants a quarterly team health review. Do NOT use for facilitating a single sprint retrospective - use sprint-retro-facilitator instead - for structuring individual 1:1s - use 1on1-agenda - or for defining how a new team works together - use team-charter instead.
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# Team Health Check
Team health degrades slowly and then suddenly: by the time attrition or missed deadlines are visible to leadership, the manager has had months of earlier signals to act on. This skill makes those signals explicit and - the part most managers skip - forces each one into a single concrete action instead of a vague resolution to "keep an eye on it."
## Operating procedure
Assess the three dimensions independently and in this order - delivery first because its data is objective and anchors the conversation, clarity last because the diagnostic requires a team meeting you may need to schedule. Never collapse them into one score: a team can be green on delivery and red on morale, and a single score masks exactly the problem that needs fixing.
### Step 1: gather inputs
- Sprint or delivery data for the last 8 weeks: completion rate, carry-over counts, unplanned-work interruptions, time from "done" to deployed. 8 weeks, because a single bad sprint is noise and 4 sprints is a trend.
- 1:1 notes or the manager's recollection of the last month of 1:1s.
- PTO calendar and meeting-attendance patterns, if available.
- Any recent survey data - useful, but label it lagging: surveys trail reality by weeks.
Anything the manager reports from memory ("participation feels lower"), record as a guess and pair it with at least one observable before letting it drive an action.
### Step 2: score delivery
Rate red/yellow/green on the 8-week window:… load the full skill through Skill Me