Master team culture, psychological safety, engagement, communication, and inclusion for engineering teams
Provides frameworks and templates for measuring psychological safety, engagement, and team culture. Use when survey scores are low, retention risks emerge, or team dynamics need assessment.
/plugin marketplace add pluginagentmarketplace/custom-plugin-engineering-manager/plugin install engineering-manager-assistant@pluginagentmarketplace-engineering-managerThis skill inherits all available tools. When active, it can use any tool Claude has access to.
assets/culture_config.yamlreferences/CULTURE_GUIDE.mdscripts/engagement_survey.pyProvide engineering managers with frameworks for building healthy team cultures, fostering psychological safety, driving engagement, and creating inclusive environments.
Agent: culture-engagement-agent Relationship: This skill provides survey templates, ritual frameworks, and engagement tools that the agent uses.
psychological_safety_pulse:
metadata:
team: "{Team name}"
date: "{Date}"
participants: "{X/Y responded}"
response_rate: "{X}%"
dimensions:
inclusion_safety:
questions:
- "I feel like I belong on this team"
- "My unique perspective is valued"
- "I can be myself at work"
average_score: null
trend: null
learner_safety:
questions:
- "It's safe to ask questions, even obvious ones"
- "Mistakes are treated as learning opportunities"
- "I can admit when I don't know something"
average_score: null
trend: null
contributor_safety:
questions:
- "My contributions make a real difference"
- "I can use my skills effectively"
- "My work is valued by the team"
average_score: null
trend: null
challenger_safety:
questions:
- "I can challenge ideas without negative consequences"
- "Speaking up is encouraged, even with bad news"
- "Disagreement is handled constructively"
average_score: null
trend: null
interpretation:
4.5_plus: "Excellent - maintain and reinforce"
4.0_to_4.4: "Good - minor improvements needed"
3.5_to_3.9: "Concerning - targeted intervention"
below_3.5: "Critical - immediate action needed"
action_planning:
top_strength: ""
top_concern: ""
committed_actions: []
follow_up_date: ""
engagement_survey:
metadata:
team: "{Team name}"
quarter: "{Q1 2025}"
response_rate: "{X}%"
categories:
basic_needs:
- "I know what's expected of me"
- "I have the tools and resources to do my work"
individual:
- "I can do what I do best every day"
- "I receive recognition for good work"
- "Someone at work cares about me as a person"
- "Someone encourages my development"
team:
- "My opinions seem to count"
- "The mission makes my work feel important"
- "My co-workers are committed to quality"
- "I have a best friend at work"
growth:
- "I've had conversations about my progress"
- "I have opportunities to learn and grow"
eNPS:
question: "How likely are you to recommend this team as a place to work?"
scale: "0-10"
calculation: "Promoters (9-10) - Detractors (0-6)"
target: ">40"
interpretation:
engagement_score:
excellent: ">4.5"
good: "4.0-4.4"
needs_attention: "3.5-3.9"
critical: "<3.5"
eNPS:
excellent: ">50"
good: "30-50"
needs_attention: "0-30"
critical: "<0"
team_culture_canvas:
values:
- name: "{Value 1 - e.g., Ownership}"
definition: "{What it means to us}"
behaviors:
do:
- "{Observable behavior we encourage}"
- "{Another behavior}"
dont:
- "{Behavior that violates this value}"
- name: "{Value 2 - e.g., Transparency}"
definition: ""
behaviors:
do: []
dont: []
norms:
communication:
- "Default to async, sync when needed"
- "Respond within 4 hours during work hours"
- "Use public channels unless confidential"
meetings:
- "Agenda required for all meetings"
- "Start and end on time"
- "Notes shared within 24 hours"
- "Camera on for video calls (optional for listeners)"
feedback:
- "Direct and kind"
- "Timely (within 48 hours)"
- "In private for constructive"
- "In public for praise"
work_life:
- "No messages after 6pm local time"
- "Vacation is vacation"
- "Core hours: 10am-4pm local"
rituals:
daily:
- name: "Standup"
time: "{Time}"
format: "{Async/Sync}"
purpose: "Alignment and blockers"
weekly:
- name: "Team sync"
time: "{Day/Time}"
duration: "30 min"
purpose: "Strategic alignment"
- name: "Social time"
time: "{Day/Time}"
duration: "30 min"
purpose: "Connection"
monthly:
- name: "All-hands"
purpose: "Company updates"
- name: "Recognition"
purpose: "Celebrate wins"
quarterly:
- name: "Retrospective"
purpose: "Continuous improvement"
- name: "Planning"
purpose: "Align on goals"
stay_interview:
purpose: "Understand what keeps people engaged and identify retention risks"
frequency: "Quarterly for all, monthly for high-risk"
questions:
engagement:
- "What keeps you here?"
- "What do you look forward to when you come to work?"
- "When was the last time you thought about leaving?"
concerns:
- "What might tempt you to leave?"
- "What frustrates you most about working here?"
- "What would you change if you could?"
value:
- "Do you feel valued? Why or why not?"
- "Is your work recognized appropriately?"
- "Do you feel you're paid fairly?"
growth:
- "Do you see a future for yourself here?"
- "What skills would you like to develop?"
- "Is your career progressing as you'd like?"
manager:
- "How can I better support you?"
- "Is there feedback you haven't shared?"
- "What do you need from me?"
action_planning:
immediate_actions: []
longer_term_changes: []
follow_up_date: ""
commitment_made: ""
Safety score below 4.0
|
+-- Which dimension is lowest?
| |
| +-- Inclusion Safety
| | +-- New team members struggling?
| | +-- Cliques forming?
| | +-- Action: Intentional inclusion activities
| |
| +-- Learner Safety
| | +-- Questions being mocked?
| | +-- Mistakes punished?
| | +-- Action: Leader vulnerability modeling
| |
| +-- Contributor Safety
| | +-- Ideas ignored?
| | +-- Credit not given?
| | +-- Action: Recognition program
| |
| +-- Challenger Safety
| +-- Bad news hidden?
| +-- Dissent suppressed?
| +-- Action: Explicitly invite challenge
|
+-- Is there a specific incident?
| +-- Yes -> Address directly with individuals
| +-- No -> Continue
|
+-- Team-wide issue or specific individuals?
+-- Team-wide -> Team retrospective, new norms
+-- Specific -> 1-on-1 coaching, potential consequences
Retention risk identified
|
+-- Risk level?
| +-- High (actively interviewing) -> Immediate action
| +-- Medium (frustrated but not leaving) -> Prioritize
| +-- Low (minor concerns) -> Address in normal cadence
|
+-- Root cause?
| +-- Compensation -> Market review, adjustment if warranted
| +-- Growth -> IDP, stretch assignments, promotion path
| +-- Manager -> Coaching, potentially reassign
| +-- Culture -> Team intervention, behavior changes
| +-- Work itself -> Role adjustment, project changes
|
+-- Is this person critical to retain?
| +-- Yes -> Escalate, consider exceptions
| +-- No -> Standard support, don't over-invest
|
+-- Can we address the root cause?
+-- Yes -> Create action plan, timeline
+-- No -> Be honest, help them succeed elsewhere
anti_patterns:
culture_theater:
symptom: "Values on the wall but not in actions"
remedy:
- "Define observable behaviors for each value"
- "Call out violations (kindly but firmly)"
- "Celebrate values in action"
survey_fatigue:
symptom: "Low response rates, cynicism about surveys"
remedy:
- "Reduce frequency, increase impact"
- "Share results and actions publicly"
- "Close the loop on previous feedback"
brilliant_jerk:
symptom: "High performer with toxic behavior tolerated"
remedy:
- "Behavior is a performance dimension"
- "Address immediately, no exceptions"
- "Impact on team is measurable"
forced_fun:
symptom: "Mandatory team building that people dread"
remedy:
- "Make social activities optional"
- "Offer variety (not everyone likes happy hours)"
- "Focus on genuine connection"
recognition:
public:
format: "I want to recognize {name} for {specific action}.
This demonstrated our value of {value}
and resulted in {impact}."
when: "Weekly in team channel or meeting"
private:
format: "I noticed you {specific action}.
This showed great {skill/value}
and made a real difference in {outcome}."
when: "As it happens, within 48 hours"
peer:
format: "Shoutout to {name} for helping me with {task}.
Really appreciated your {specific contribution}."
when: "Encourage regularly, model it yourself"
guidelines:
- "Be specific (not just 'great job')"
- "Be timely (within 48 hours)"
- "Tie to values when possible"
- "Balance public and private"
- "Recognize effort, not just outcomes"
meeting_inclusion:
before:
- "Is everyone who should be there invited?"
- "Is the time zone fair for all participants?"
- "Is the agenda shared in advance?"
during:
- "Are all voices heard (not just the loudest)?"
- "Are there multiple ways to participate (verbal, chat)?"
- "Are we avoiding side conversations?"
- "Are we crediting ideas to originators?"
after:
- "Are notes shared with all stakeholders?"
- "Are action items clear and assigned?"
- "Is there a way to give feedback on the meeting?"
remote_practices:
connection:
- "Camera on as default (but respect opt-out)"
- "Virtual coffee chats scheduled"
- "Team rituals adapted for remote"
communication:
- "Over-communicate (2x what feels necessary)"
- "Write things down (tribal knowledge shared)"
- "Async-first, sync when needed"
inclusion:
- "Same experience for remote and in-office"
- "No hallway decisions (document everything)"
- "Time zone rotation for recurring meetings"
| Problem | Root Cause | Solution |
|---|---|---|
| Silent meetings | Low psychological safety | Invite input explicitly, wait for answers |
| Survey scores low | Real problems or survey fatigue | Act on feedback, show progress |
| High turnover | Multiple possible causes | Exit interviews, stay conversations |
| Cliques forming | Natural but needs management | Mix up teams, cross-functional projects |
input_validation:
situation:
type: string
min_length: 10
required: true
team_size:
type: integer
min: 1
max: 100
required: false
remote_percentage:
type: integer
min: 0
max: 100
required: false
Books:
Research:
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