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From pm-people
Guides a structured team health assessment with facilitated or async formats, covering delivery, morale, and team dynamics.
npx claudepluginhub mohitagw15856/pm-claude-skills --plugin pm-peopleHow this skill is triggered — by the user, by Claude, or both
Slash command
/pm-people:team-health-checkThe summary Claude sees in its skill listing — used to decide when to auto-load this skill
This skill produces a structured team health assessment inspired by Spotify's health check model and extended with engineering, product, and cross-functional team dimensions. Output can be used as a facilitation guide for a live session or as an async survey-and-report format.
Conduct team health assessments to identify morale, skill, process, and engagement issues before they become crises. Use quarterly or when noticing team friction.
Assesses and improves dev team effectiveness using psychological safety, dependability, clarity, meaning, and impact model. Includes health checks for collaboration, dysfunction, inclusivity, and culture.
Analyzes team dynamics, engagement, wellbeing, performance, and growth signals for direct reports from Slack, Calendar, and Notion/Drive. Surfaces patterns like overdue 1:1s and support needs with reflection prompts.
Share bugs, ideas, or general feedback.
This skill produces a structured team health assessment inspired by Spotify's health check model and extended with engineering, product, and cross-functional team dimensions. Output can be used as a facilitation guide for a live session or as an async survey-and-report format.
Ask the user for these if not provided:
Date: [Date] Facilitated by: [Name or role] Team size: [X people] Format: [Live session (60 min) / Async survey + report] Cycle: [One-off / Quarterly / Monthly]
Use this guide to run the session in 60 minutes.
| Time | Activity | Owner |
|---|---|---|
| 0–5 min | Framing and ground rules | Facilitator |
| 5–40 min | Card voting — 7 dimensions, 5 min each | Full team |
| 40–50 min | Top 3 themes discussion | Full team |
| 50–58 min | Actions and owners | Team lead |
| 58–60 min | Close and next date | Facilitator |
For each dimension, each team member votes with one of three cards:
After voting, the team discusses: what drove the votes? What would make this Green?
Are we shipping things that matter, at the pace we should?
| Indicator | Probes for discussion |
|---|---|
| We ship work that creates real value for our users | How do we know our output is valuable? When did we last talk to a user? |
| Our pace of delivery feels healthy and sustainable | Are we consistently shipping? Or do we have long dry spells? |
| We have clarity on what "done" looks like | Do we have a shared definition of ready and done? |
| We celebrate shipping, not just building | Do we acknowledge completed work, or does it just disappear into the backlog? |
Current vote: 🟢 / 🟡 / 🔴
Key themes from discussion:
What would make this Green?
Is releasing software (or our work) smooth and low-risk?
| Indicator | Probes for discussion |
|---|---|
| We can release whenever we choose, without anxiety | What does a release feel like? Smooth or stressful? |
| Our deployment process is automated and reliable | How much manual work does a release involve? |
| We have confidence in our test coverage | Do we catch bugs before users do? |
| Rollback is fast and rehearsed | Have we ever rolled back? How long did it take? |
Current vote: 🟢 / 🟡 / 🔴
Key themes from discussion:
What would make this Green?
Do people enjoy working here and with each other?
| Indicator | Probes for discussion |
|---|---|
| People generally enjoy coming to work | If you had to describe the team energy in one word, what would it be? |
| We celebrate successes as a team | When did we last properly celebrate something? |
| Interpersonal dynamics are healthy — no drama or cliques | Are there any relationships that are strained or avoided? |
| We laugh and have non-work conversations | Do we know each other as people, not just colleagues? |
Current vote: 🟢 / 🟡 / 🔴
Key themes from discussion:
What would make this Green?
Can people speak up, take risks, and make mistakes without fear?
| Indicator | Probes for discussion |
|---|---|
| People raise concerns without worrying about the consequences | When did someone last raise a concern publicly? What happened? |
| Mistakes are treated as learning opportunities, not blame events | Think of the last mistake on the team. How was it handled? |
| People challenge each other's ideas in a constructive way | Do we have real debates, or do we agree in the room and disagree in the corridor? |
| Everyone's voice feels equally heard regardless of seniority | Do the same people always speak first and longest? |
Current vote: 🟢 / 🟡 / 🔴
Key themes from discussion:
What would make this Green?
Do we learn fast and adjust quickly?
| Indicator | Probes for discussion |
|---|---|
| We get feedback on our work quickly (from users, data, tests) | How long after shipping do we know if something worked? |
| Our planning and retrospective cycles help us improve | Do retros lead to real change, or do the same issues come back? |
| We cut work that isn't working, even when it's hard | Can you name something we've stopped doing because it wasn't working? |
| Our meetings and processes don't slow us down | Which meetings do people dread? Which do they find valuable? |
Current vote: 🟢 / 🟡 / 🔴
Key themes from discussion:
What would make this Green?
Do we understand why our work matters?
| Indicator | Probes for discussion |
|---|---|
| Everyone on the team can articulate why their work matters | Could each person on this team explain to a stranger why their work is important? |
| The team's goals are clear and shared | Can everyone name the team's top 3 priorities right now? |
| Our work connects to the wider company direction | Do we understand how we fit into the bigger picture? |
| We're proud of what this team builds | If you described your team's work to someone you respect, would you feel good about it? |
Current vote: 🟢 / 🟡 / 🔴
Key themes from discussion:
What would make this Green?
Do we work well together and support each other?
| Indicator | Probes for discussion |
|---|---|
| People actively help each other when someone is stuck | Think of the last time someone was blocked — what happened? |
| Knowledge is shared openly — no information silos | Is there any knowledge that only one person holds? What's the risk? |
| Cross-team collaboration is smooth and low-friction | Which team is hardest to collaborate with and why? |
| People feel supported when they're struggling | Is there psychological safety to say "I'm struggling with this"? |
Current vote: 🟢 / 🟡 / 🔴
Key themes from discussion:
What would make this Green?
Use this template to document results after the session or survey.
| Dimension | Score | Status | Trend vs last quarter |
|---|---|---|---|
| Delivering Value | [X/5] | 🟢 / 🟡 / 🔴 | [↑ / → / ↓] |
| Easy to Release | [X/5] | 🟢 / 🟡 / 🔴 | [...] |
| Fun & Morale | [X/5] | 🟢 / 🟡 / 🔴 | [...] |
| Psychological Safety | [X/5] | 🟢 / 🟡 / 🔴 | [...] |
| Speed & Feedback Loops | [X/5] | 🟢 / 🟡 / 🔴 | [...] |
| Mission & Purpose | [X/5] | 🟢 / 🟡 / 🔴 | [...] |
| Collaboration & Support | [X/5] | 🟢 / 🟡 / 🔴 | [...] |
| Overall | [X/5] | 🟢 / 🟡 / 🔴 | [↑ / → / ↓] |
What's working well (keep doing):
What needs attention (most important to fix):
| Action | Owner | Due date | Success indicator |
|---|---|---|---|
| [Specific action — e.g. Introduce pairing Fridays for knowledge sharing] | [Team lead / individual] | [Date] | [How will we know it worked?] |
| [...] | [...] | [...] | [...] |
Next health check: [Date — recommended 6–8 weeks for teams with active improvement actions, 13 weeks for steady-state teams]