01 · Expectations
Does your team know what's expected of them?
46%
of employees clearly know what is expected of them. In March 2020, that figure was still 56%. A U.S. survey of more than 79,000 employees.
What's On · The results are lagging behind
Your team didn't meet its goals. Why didn't anyone see this coming?
You can only tell from the numbers after the fact that things went wrong. A measurement shows how the team is doing, and a repeat measurement shows whether that has changed.
Q1Goal Achieved
Q2Goal Achieved
Q3Goal Not Achieved
Who saw this coming?
From the demo report
Team PhaseFire hazard“On the surface, it may still seem to be functioning, but beneath the surface, things are brewing.”
Stress2.11
Why You Shouldn't Let This Slide
Who could have seen it coming? Often, the people around them.
02 · The Team leader
The team is still getting results, so things are going well, right?
Too late
Managers of teams with a high level of “ stress ” regularly see just how demanding that “ stress ” is, write Cees and Leonie. After all, the team consistently delivers results.
03 · The Surroundings
Others often notice it first.
Surprise
Problems with " stress " are often noticed by those around the team before the team itself realizes them, especially when the workload is too heavy. Usually, this isn't met with concern, but rather with surprise: the extra work was finished on time after all.
The numbers show what happened. You can't tell from them what's going on within the team.
From the book
Green dashboard, with the team listed below it.
The book refers to them as the "upper current" and the "lower current."
Above: everything is green.
Beautiful dashboards with impressive KPIs. Procedures have been documented, and tasks and responsibilities have been assigned. On paper, everything is well organized.
Below: the team.
At the same time, a team may have been emotionally neglected for a long time beneath the surface. If you never hear anything from team members about what’s going on beneath the surface, that’s a sign.
The results will come eventually, thanks to a few people.
In another team featured in the book, they did manage to get results, mainly thanks to the tremendous dedication of a few team members. Each one worked through their own, far-too-long to-do list.
Until it no longer works.
The measurement showed that the " stress " was sky-high. The team acknowledged this and said that something needed to change urgently.
Upstream: The Dashboard
RevenueLead TimeCustomers
Undercurrent: The Team
The signals were in the background. A measurement makes them visible.
What the measurement tells you
What's Behind the Numbers .
Here are the results for the demo team. A single measurement doesn't tell you where things are headed. A repeat measurement shows whether the team is changing and whether it's moving into a different phase.
stress s are high.
Stress 2.11. For the top-performing teams, that figure is 1.25, and lower is better.
The workload is still manageable.
Workload: 2.92. A healthy range is between 2 and 3.
Team results are lagging behind.
Team results: 3.20; the recommended score is 3.5.
Resources, development, and oversight are lacking.
Resources 1.09, personal development 1.09, leadership 1.72. The recommended score is 3, and for leadership, 3.5.
And the team says so themselves.
A recurring theme in the open-ended questions is the ongoing pressure caused by shortages and external factors.
Your first step: the “Operation Reality Check” exercise (What’s really possible?)
Another case study from the book
The team thought they were on a roll. The results told a different story.
The team was expecting a burst of energy.
Before the score appeared on the screen, the team said, “We’re not satisfied with a 5.5 on this team!”
“We’re all in vacation mode!”
That's what one team member exclaimed when the results came in. The team laughed, and more and more team members admitted: this team hadn't really had to prove itself in a long time.
To Croatia, even though the goals hadn't been met.
“Last year, we even all went to Croatia together, even though we didn’t meet our goals.” The New Year’s enthusiasm had already faded after a few months.
What the team expectedBursting with energy
What the team saw in the resultsVacation Mode
A measurement shows the gap between expectations and results. That's where the conversation begins.
You don't need a coach for that. The team does it on its own.
You take a measurement, read the results, do an exercise, and then take another measurement. That way, you can see if the enjoyment returns and if it lasts.
Frequently Asked Questions
Questions People Ask About Goals and KPIs.
What is a KPI?
A KPI is a key performance indicator: a metric used to measure whether you’re meeting a goal, such as revenue or turnaround time. The book describes “beautiful dashboards with shiny KPIs,” while the team behind them may be emotionally neglected.
Why doesn't a team achieve its goals?
There are many reasons for this. Among other things, the book describes two reasons within the team itself. In many stress , everyone ends up focusing on their own list, and the team goals fall by the wayside. In many comfort , there is no sense of urgency.
Can you tell from a reading that something is going wrong?
Not with a single measurement. That shows where the team stands right now. A follow-up measurement shows whether the team is changing—for example, in stress or comfort —and whether it is moving into a different phase.
How much does a measurement cost?
One assessment costs €450 per team. If you'd like to continue monitoring the team, please see the pricing below.
What it costs, and what it costs to do nothing
You pay a single fee per team, regardless of how many employees are on it. Compare that fee to what it costs you to do nothing.
One measurement€450per team
- Your complete results, from multiple-choice to open-ended questions
- Action Plan with Team Exercises
- AI Coach Luca Helps You Think Through Things
For one year€62.50per month, per team
- Everything from a single measurement
- Unlimited retests, so you can see if it works
- You pay for the first year in a lump sum; after that, you can cancel the subscription at any time on a monthly basis
More teamsCustomized plan
Request a quote
Calculate it for your situation
One sick leave report€15,600
Teamenergy, one year, one team€750
A single sick day costs you 21 times as much as a year's worth of " Teamenergy " for the entire team.
Continued pay plus about 30% in employer contributions. We’re not even factoring in replacement costs and work that gets left undone.
For every figure and every step on this page, you'll see the source. Or view them all together.
Perform better while having more fun,
now for truly every team.
You can see what’s putting pressure on your team’s performance, and the team takes care of it on its own. A follow-up assessment after 4 months will show whether the team is making progress.
- Anonymous at the team level
- Data remains within the EU
- Used by more than 700 teams