HR-Survey > Employee Opinion > Dimensions

Survey Questions: Teamwork

Definition: Teamwork is the ability of colleagues to collaborate effectively by communicating openly, listening to diverse perspectives, and appreciating the contributions of each team member. It fosters an inclusive environment where individuals work together to solve problems, make informed decisions even in uncertain situations, and adapt flexibly to changing conditions while maintaining trust and commitment to shared goals. Strong teamwork requires leadership that encourages cooperation across departments, supports conflict resolution, and reinforces a culture where coworkers feel empowered to maximize efficiency and build lasting professional relationships.

People Skills

Communication
Collaboration
Interpersonal Skills
Client Focus
Change
Resourcefulness
Recognition
Career Development
Pride/Loyalty
Professionalism
Partnering/Networking
Cultural Awareness
Meetings
Negotiation
Respect for Others
Teamwork
Trustworthy
Work/Life
Stress

Surveys Measuring Teamwork:
Example 1 (5-point scale; numbers; NA)
Example 2 (7-point scale; radio buttons)
Example 3 (4-point scale; radio buttons)
Example 4 (5-point scale; radio buttons)
Example 5 (5-point scale; words)
Example 6 (Pulse Survey)
Example 7 (5-point scale; item comments)
Example 8 (3-point scale; words; N/A)
Example 9 (4-point scale; numbers)
Example 10 (Comment boxes only)
Example 11 (Single rating per dimension)
Example 12 (Slide-bar scale)

Communication

Communication focuses on actively expressing ideas, sharing information, and fostering open dialogue among team members. This dimension highlights exchanging insights, discussing issues, promoting transparency, and ensuring that relevant knowledge is freely shared within a team. It prioritizes information flow and expression, ensuring that employees articulate their thoughts effectively and keep others informed.

Our team fosters open communication
The environment in our team is one that supports open communication between team members
Our supervisor promotes open communication on the team
The team leader solicits and implements ideas from all appropriate team members and uses these ideas to help accomplish market goals
Employees communicate well with team members
Colleagues share relevant information, ideas, opinions, and feelings with other district team members
Team members share pertinent information with all members of the team
The manager communicates a clear message that teamwork and collaboration are expected
Colleagues actively and openly participates in group meetings as team members and listen to others' contributions.
Team members willingly share their technical expertise
The team leader encourages others to share ideas to develop team cohesion
Our team builds consensus and shares relevant information.
The team leader seeks and listens to other's contributions
The team leader discusses with team about issues and the effects of those issues
Our supervisor communicates a clear message that teamwork and collaboration are expected
Our team encourages open communication
Information is freely shared among all team members

Listening

Listening emphasizes attentively understanding, absorbing, and responding to the ideas and perspectives of others. This dimension centers on fostering engagement, accurately interpreting input, demonstrating respect for different viewpoints, and ensuring team members feel heard. It prioritizes receptivity and comprehension, reinforcing the importance of giving others the space to express themselves while processing their insights effectively.

Team members listen to each other without interrupting
Colleagues are willing to listen to the ideas of other team members
Team members are asked to share their opinions
The team leader encourages dialog between team members
The members of our team listen to the opinions of others
My co-workers focus on understanding the other team member's message
Our team encourages collaboration of fellow employees to achieve results
We listen and are attentive to other team members
Team members demonstrate an understanding of other member's viewpoints
I listen carefully to other team members
The team leader takes the time to actively listen to other team member's perspectives
Our team fosters an environment that promotes active listening
Team members are able to accurately paraphrase and summarize what others have said
Team members take the time to listen to the ideas

Interpersonal Skills

Interpersonal Skills in Teamwork are about how team members relate to one another and build the quality of their working relationships. This dimension emphasizes respect, rapport, appreciation, tact, compassion, and the ability to work effectively with a wide range of personalities. It reflects the emotional and relational fabric of the team--how people treat each other, how comfortable they feel interacting, and how well they maintain positive, constructive connections. At its core, Interpersonal Skills strengthen teamwork by creating an environment where people feel valued, understood, and easy to collaborate with.

Team members treat each other with respect
The people on our team are easy to work with
There are strong relationships between team members
The team leader expresses appreciation for the work of other team members
Our team environment facilitates good rapport between team members
The supervisor shows respect for other team members
My coworkers appreciate the input from other team members
People demonstrate a willingness to work with the team
Our team leader builds a strong rapport with team members
My supervisor establishes good rapport with team members
Team members demonstrate compassion and respect for others through actions
Our team is able to relates to all kinds of people tactfully
Our leader gives constructive advice to other team members

Collaboration

Collaboration focuses on actively working together to solve problems, brainstorm solutions, and achieve shared objectives. This dimension highlights cooperation across teams and departments, willingness to assist others, and ensuring tasks are accomplished collectively. It prioritizes functional teamwork and coordination, making sure employees work seamlessly across roles to enhance productivity.

Employees in this Company work well together.
Our team works together to brainstorm solutions to the problem
Our team works cooperatively with others to solve problems
Colleagues are willing to help other team members to research solutions to a problem
Team members work well with each other on the project
I work well with the other team members
Team members work well together to achieve objectives
The people in my team cooperate to get the work done
People in this organization work well across departments.
The supervisor works with other team members to identify bottle necks in the production process
The supervisor encourages teamwork and collaboration
Our team creates a culture that fosters and values collaboration
My department encourages collaboration with other departments
Leaders encourage others to work as a team
Team members are working toward a common goal
We work well together
Employees in my department work well together.
We cooperate and work together to effectively achieve organizational objectives

Commitment

Commitment is about the level of dedication and ownership team members bring to the team's goals, mission, and overall success. It reflects pride in the work, loyalty to the team's purpose, and a willingness to invest effort, energy, and persistence to achieve shared objectives. This dimension is motivational and goal-focused: it captures how strongly individuals believe in the team's direction and how consistently they act to advance it. At its core, Commitment strengthens teamwork by ensuring that everyone is aligned, engaged, and driven to contribute to collective outcomes.

Coworkers in my department mobilize commitment to the team's core values.
Our team strives to increase commitment from members for important initiatives.
Leaders encourage commitment to the team by staying resilient, steady and focused during periods of uncertainty or stress.
The team leader builds support for member commitments to the success of the team.
Team members inspire each other to invest their abilities in advancing team priorities.
Our team is willing to do what it takes to help reach goals.
Associates are highly committed to achieving team goals and objectives.
Our manager is committed to the success of the team.
Team members foster ownership of shared objectives to build commitment for success.
I know how to demonstrate unwavering persistence during challenging projects.
The members of my team are committed to the successful completion of our goals.
Coworkers are committed to the team's success.
My supervisor is a role model of commitment to advancing the team's mission.
The members of my team prioritize team needs over personal convenience.
I feel responsible for contributing towards collective results across the organization.
Team members are committed to the success of the mission
Team members take pride in their work
My Manager is effective in involving his/her staff in solving the problems we face as a unit.
Team members are committed to the success of the Company
Our team is committed to successful completion of goals

Teamwork and Team Building

Teamwork and Team Building emphasizes developing the interpersonal relationships, cohesion, and supportive culture that make collaboration effective. This dimension centers on fostering team spirit, encouraging participation, promoting conflict resolution, and ensuring individuals feel valued as team members. It prioritizes relationship-building and engagement, ensuring teams are structured to work harmoniously and improve long-term performance.

Team members work cooperatively with each other to solve problems
Leaders promote teamwork
I partner with people from other work units to improve overall performance
Our supervisor promotes a team spirit within and outside department; partners with other work groups
My manager emphasizes the importance of getting individuals to work as a team
The team leader provides assistance and support to other team members when needed
The team leader facilitates conflict resolution discussions between individuals
The team promotes open participation and communication
Our team has an environment that fosters teamwork rather than individual competition
My Manager is effective in building and maintaining working relationships with his/her team.
My manager encourages, promotes and rewards teamwork and collaboration for improved performance
My team lead provides coaching and team-building ideas/opportunities for district core team and branch managers
Team members share resources and information with each other
Our team creates an atmosphere that encourages team participation
My supervisor facilitates team-building within the leadership team

Teamwork at the Company

Teamwork at the Company focuses on the overall culture of teamwork within the organization, ensuring different departments, divisions, and leadership align their efforts for collective success. This dimension highlights structured collaboration, cooperation across work units, organizational procedures that reinforce teamwork, and the direct impact of teamwork on business performance. It prioritizes organizational-wide teamwork integration, ensuring employees work effectively together to achieve common goals.

I have a good relationship with my co-workers.
The Company promotes teamwork
Teamwork is positively impacting our business results.
At this company, work groups cooperate with each other to minimize unnecessary work.
Other team members will help me if I need help
We work as a team at the Company
The Company implements procedures that help us work as a team
The organizational culture at the Company enhances teamwork
Employees exhibit teamwork and cooperation in this organization.
In my Department, we work as a team
I feel confident in my team members
Supervisors, managers, and leaders across units speak with one voice on policies, procedures, and implementing decisions.
I believe that all the departments in the company interact and work together to achieve a common goal.
My Department works well together
I believe that all the divisions in the company interact and work together to achieve a common goal

Handling Conflicts

Handling Conflicts is about addressing tension, misunderstandings, and disagreements within the team in a timely, fair, and constructive way. It focuses on surfacing issues early, facilitating dialogue between team members who are struggling, clarifying expectations to prevent future friction, and guiding people toward mutually acceptable solutions. This dimension is corrective and relational: it reduces misunderstandings, prevents minor issues from escalating, and ensures disputes are resolved equitably so the team can stay aligned and productive. At its core, Handling Conflicts protects team cohesion by ensuring interpersonal challenges do not derail collaboration or morale.

Employees work together to share ideas and resolve issues
Our team prevents minor team issues from escalating into major problems.
My supervisor is able to settle disputes among team members equitably.
The members of my team address issues in personnel before they become major obstacles.
I can encourage reflection and self-awareness among team members to reduce biases contributing to conflict.
Our team addresses contentious issues sooner rather than later.
Associates resolve issues between team members.
Leaders work to reduce misunderstandings and poor communication on the team.
My team leader settles conflicts between members to the satisfaction of both parties.
The team leader clarifies expectations of each team member to prevent conflicts.
My team leader facilitates dialog between team members who have issues.
The supervisor aligns team members toward common goals to prevent conflicting agendas.
The supervisor initiates collaborative processes to reduce team conflicts.
Conflicts within the team are resolved appropriately.

Inclusive

Inclusive emphasizes creating a welcoming, diverse, and equitable team environment where all members feel valued and encouraged to contribute their unique perspectives and skills. This dimension centers on fostering mutual respect, recognizing individual contributions, promoting open communication, and celebrating diverse viewpoints. It prioritizes equity and belonging, ensuring teamwork is strengthened by embracing diversity and fairness.

Our team values diverse perspectives and ensures every member's voice is heard and respected.
Our team fosters open communication and recognizes individual contributions
We foster an environment where differences are celebrated, and collaboration is built on mutual understanding.
Every team member is encouraged to contribute their unique skills and experiences to achieve shared goals.
We prioritize equity and actively work to remove barriers, creating equal opportunities for everyone to thrive.
I feel I am part of the team
Our team recognizes individual contributions
Teamwork helps to take advantage of the resources that individuals bring to the Company
Team members accept the uniqueness and diversity of others in the team

Decision Making

Decision Making focuses on the process of evaluating options, making informed choices, and ensuring decisions align with team objectives and business goals. This dimension highlights sound judgment, accountability, balancing analysis with decisiveness, and facilitating discussions that lead to effective choices. It prioritizes structured thought and responsibility, ensuring teams make thoughtful, strategic decisions that positively impact performance.

Our team embraces the individuality of each member, building strength through diversity and unity.
The team is able to effectively balance analysis with decisiveness in making decisions
The team facilitates effective decision-making practices to further develop the project
I am able to help the team make good decisions even under conditions of uncertainty
Team members makes decisions that support the goals and objectives
My team makes effective business decisions
The team is able to exercise good judgment by making sound and informed decisions
Our team is able to make decisions that positively impact performance
The team lead contributes to and supports team decision-making process
The team lead facilitates team discussions and problem-solving
My supervisor considers the impact and implications of decisions on the team
Team members are held accountable for decisions made
I am involved in decisions that impact the team

Flexibility

Flexibility emphasizes the ability to adapt to changing circumstances, embrace new ideas, and adjust working methods as needed. This dimension centers on resilience, openness to change, bouncing back from obstacles, and exploring alternative approaches to challenges. It prioritizes adaptability and responsiveness, ensuring teams remain agile and capable of navigating uncertainty with ease.

The department is open to alternative ways to accomplish goals suggested by the re-organization team
Our team is effective in adjusting to changes in the composition of the team
The leadership team helps identify new opportunities for the department to explore
Our team is able to adjust to new ways of working.
My supervisor facilitates effective teamwork during periods of change
The team leader encourages other team members to adopt new procedures
Team members work together to help bounce back from obstacles
We can handle changes made by the team without complaining
The team leader is able to help the team to bounce back from obstacles
The team is open to new ideas that may change for the benefit.
The team overall is open to the perspectives/viewpoints of team members

Role Model

Role Model reflects how a person behaves in the team environment in ways others can visibly emulate. It centers on demonstrating strong team citizenship through actions: actively participating in team meetings, listening to others' contributions, collaborating across departments, supporting colleagues with resources, and consistently showing up as a reliable, effective team player. This dimension is about setting the tone--modeling excellent team behavior, reinforcing norms of cooperation, and showing others what high-quality teamwork looks like in practice. The emphasis is on visible conduct, interpersonal influence, and leading through example.

Our manager models excellent team behavior.
Colleagues come across as a reliable, committed team members.
Colleagues work effectively with all departments, district and area staff.
Coworkers are effective team players.
The supervisor acts as an effective team player
My manager helps other managers in need of assistance, such as providing needed resources (co-workers, supplies, etc.).
Managers and openly participate in team meetings.
Supervisors are role models for team members.
My team leader participates in the work of teams; seeks and listens to others' contributions

Rewards and Recognition

Rewards and Recognition is about acknowledging, celebrating, and reinforcing the behaviors and contributions that strengthen team cohesion and collective performance. This dimension focuses on spotlighting effective collaboration, appreciating behind-the-scenes support, celebrating cross-functional cooperation, and creating rituals that make team members feel valued for what they bring to the group. It is motivational and culture-building: it boosts morale, reinforces desired team behaviors, and helps individuals see how their efforts contribute to shared success. At its core, Rewards and Recognition strengthens teamwork by ensuring people feel seen, appreciated, and encouraged to continue contributing positively.

The project manager recognizes the contributions of the team.
Managers use recognition moments to reinforce the importance of collective effort.
Coworkers recognize and respect the contributions and need of each individual.
The team leader acknowledges members who support others behind the scenes.
My supervisor creates and implements effective team reward and recognition programs.
Coworkers in my team create rituals or routines that spotlight team contributions.
The supervisor finds opportunities to recognize and reward team members.
The members of my team highlight examples of effective collaboration, reinforcing how teamwork contribute to the group's success.
Our manager lets team members know when they have done well.
My coworkers recognize contributions of others, and celebrate team accomplishments.
My supervisor celebrates cross-functional cooperation, recognizing when team members partner effectively with other departments.

Roles

Roles is about creating clarity in responsibilities, decision-making authority, and task ownership so the team can operate smoothly and efficiently. This dimension focuses on assigning responsibilities that match strengths, defining who does what, clarifying when individuals can act independently, and preventing overlap or confusion that can lead to inefficiency or conflict. It is structural and alignment-focused: it ensures that team members understand their contributions, know where to go for information, and can coordinate effectively as priorities evolve. At its core, Roles strengthens teamwork by giving the group a clear operating framework that supports coordination, accountability, and shared progress.

The supervisor ensures role assignments reflect each team member's strengths and capabilities.
The project manager facilitates discussions when role boundaries blur, helping the team renegotiate responsibilities before confusion or conflict develops.
My manager clarifies decision-making authority within each role, so team members know when they can act independently and when to escalate issues.
The team leader establishes team member roles and responsibilities.
Our manager clarifies team member roles to eliminate ambiguity.
My team revisits and updates team roles as project needs evolve, ensuring responsibilities stay aligned with current priorities.
The supervisor assigns roles to team members to help focus their energy on needed contributions.
My manager ensures everyone on the team knows who is responsible for what, who makes which decisions, and where to go for information or support.
The project manager communicates how each role contributes to the team's overall goals, helping members understand the purpose and impact of each member's responsibilities.
Leaders establish roles for team members to prevent overlap and unintentional turf battles.

Coaching and Supervision

Coaching and Supervision focuses on the active development, guidance, and structuring of the team so members can perform effectively together. It includes ensuring the right people are in the right roles, providing constructive and balanced feedback, resolving conflicts, helping team members learn from one another, and coaching them on problem-solving, planning, and meeting organizational goals. This dimension is about building capability, shaping team functioning, and strengthening performance through guidance and oversight. While Commitment is about the team's internal motivation, Coaching and Supervision is about the leader's or team's deliberate actions to elevate skills, clarify expectations, and support effective collaboration.

My team leader creates opportunities to learn with other team members.
Our manager provides direct feedback to team members on behavior that is negatively impacting the team's effectiveness.
My manager coaches team on how to solve problems, plan, and meet organizational goals and objectives.
Managers ensure that the right people are on the team in the appropriate roles, including who should be team leader for a particular project/situation.
My team promotes organizational growth by stressing personal and team responsibility for learning and performance.
Supervisors coach team members to work toward a common goal.
The project manager gives team members assessments with equal amounts of constructive and positive documented feedback.
My department coaches team members.
The project manager identifies and resolves conflicts within the team to increase team effectiveness.

Fair

Fairness in Teamwork is about how the team operates--ensuring equity, balance, and impartial treatment in the distribution of work, opportunities, information, and voice. It focuses on consistent application of rules, equitable task assignments, objective evaluation of contributions, and inclusive access to resources. Fairness also shows up in how leaders structure the team: creating diverse membership, ensuring everyone participates, sharing credit, and preventing favoritism or overload. In essence, Fair describes the conditions that make teamwork just, balanced, and trustworthy, so every member feels respected and able to contribute fully.

The project lead fosters respect and understanding among team members.
Managers carry their share of the workload.
Leaders share credit for accomplishments with team members.
Employees at the company apply team rules and expectations consistently, regardless of seniority, personality, or personal preference.
The project manager invites input from all voices, making sure decisions reflect the full team rather than only the most vocal contributors.
My supervisor distributes high-visibility and routine tasks equitably, ensuring no team member is consistently overloaded or overlooked.
The supervisor ensures all team members have equal access to information.
My supervisor makes sure each team member participates in the task.
My team evaluates contributions based on objective criteria, ensuring recognition and opportunities are grounded in actual performance.
Our manager creates teams that have diverse membership (e.g., gender, race, location, business, function etc.) to ensure multiple viewpoints are considered.