Questions and answers
1. Who has access to my answers?
Only you have access to your individual profile and can see your answers. The person administering the survey (team leader, facilitator, HR manager, etc.) has only access to an anonymised group profile.
2. What does ‘team profile’ mean?
The team profile is a summary of the responses of everyone on the team. It shows how the team scores in different areas such as communication, structure and innovation.
3. What does ‘factor’ mean?
Factors are different areas that the TeamReflect tool measures to provide insight into how the team works. A factor consists of a set of individual questions that together provide an overall assessment of a given area. Each factor represents a specific aspect of teamwork, such as communication, structure or innovation.
4. How to understand the different scores in the profile?
The graphical ‘sliders’ (1-100) show percentile values. For example, if the team scores 77 on the ‘Composition’ factor, this means that 77% of the teams in the norm data score lower and 27% higher than this team. These results can be compared to the norm which is 50.
Exceptions: The additional factors ‘Diversity and inclusion climate’ and ‘Psychological safety’ have not yet been normalised and both sliders and figures show a simple average of the responses instead.
Tables under ‘Details’ show your answers to individual questions compared with the team's average answers and the average from the norm data. These numbers are ‘raw’ and correspond directly to the 1-5 scale that you used to answer the questions.
5. What are considered low, medium and high scores?
For the normalised scores (sliders):
- 70-100 - high
- 30-70 - medium
- 0-30 - low
What is high and low in the table under ‘Details’? This can vary between different teams, but generally an average below 3 will be characterised as low and above 4 as high. Compare the results with norms - different factors have different norm averages.
6. Do low scores mean something is bad and high scores mean something is good?
No, low scores do not necessarily mean that something is ‘bad’. Rather, it may indicate that there is room for improvement, but it's important to see the scores in light of the team's goals. If a low score doesn't affect the team’s key objectives or processes, it doesn’t have to be given much concern.
High scores show that the team is doing well in a given area, but also they don't mean that there isn’t room for development.
It is important to always to assess the scores in the context of team’s actual needs and goals.
