Audit

Team Trust Audit: Pulse Survey, Observational Checklist & Diagnostic Rubric

Interactive 30‑item trust pulse survey, observational checklist, scoring rubric, and a simple prioritization tool with suggested three‑month interventions. Collects saved responses for later review and team planning.

Interactive Tool

Team Trust Audit: Pulse Survey, Observational Checklist & Diagnostic Rubric

Purpose

This audit helps teams produce an evidence‑based picture of where trust supports or blocks performance, identify observable behaviours, score risk areas, and prioritize practical fixes you can begin within three months.

How to use

Complete the 30‑item pulse (scale 1–5) based on your experience with this team over the past 6–8 weeks.
Complete the observational checklist based on recent meetings, handoffs, and deliverables.
Use the prioritization field to select up to three focus areas. The platform will save your responses so you can compare over time.

Scoring & Rubric

Each scale item is 1 (Strongly disagree) to 5 (Strongly agree). Average scores by dimension indicate where trust is strong (4.0–5.0), adequate (3.0–3.9), fragile (2.0–2.9), or at risk (1.0–1.9).

Observational checklist items flag concrete behaviours that often block trust (for example: public blame, repeated missed commitments, or avoidance of candid conversations).

Quick interpretation

Low psychological‑safety scores + frequent avoidance behaviours → prioritize practices that increase voice and normalize vulnerability.
Low reliability/follow‑through scores → prioritize clearer commitments, handoffs, and short feedback loops.
Low candor/transparency scores → prioritize structured feedback, norms for direct respectful conversations, and clarifying information flows.

Suggested three‑month interventions (examples)

Set team norms for meetings (explicit check‑in, parking lot, clear decisions, assigned follow‑ups) — target: 4‑6 weeks to standardize.
Weekly micro‑retrospective (10–15 minutes) focused on commitments and follow‑through — target: measurable improvement in 6–8 weeks.
Psychological safety experiment: leader models vulnerability and invites two people to share one mistake in each meeting — target: improved voice in 4–8 weeks.
Introduce a simple RACI or commitment board for recurring handoffs and review every sprint — target: fewer missed commitments in 6–12 weeks.

At the end of the form you'll find suggested interventions mapped to dimensions to help you choose practical next steps.

Team name

Name of the team or group being assessed

Your name (optional)

You may leave blank for anonymous submissions

Date of assessment

YYYY-MM-DD

I feel safe admitting a mistake to this team without fear of humiliation.

1=Strongly disagree, 5=Strongly agree

People on this team ask for help when they need it.

Team members openly share concerns about risks and issues.

Leaders and peers model vulnerability (admitting what they don’t know).

People feel comfortable speaking up in meetings even when their view is unpopular.

When someone brings up a concern, the team listens and explores it without dismissing them.

Constructive feedback is given and received respectfully on this team.

Team members reliably complete promised work on time.

When a commitment is missed, the team addresses causes and adjusts processes.

Handoffs between people or subteams are clear and work smoothly.

We keep small, frequent feedback loops to catch problems early.

Decisions and rationale are communicated clearly to the people affected.

Relevant information is shared proactively rather than hoarded.

People admit when they don’t have all the facts instead of guessing.

There are norms for direct and respectful candor on our team.

Roles and responsibilities are clear so work is not duplicated or missed.

People demonstrate the skills required to do their work well.

When errors happen, we separate learning from blame.

The team recognizes and values diverse perspectives.

Disagreements are handled in ways that preserve working relationships.

We address poor performance directly and fairly.

People can raise safety, quality, or ethical concerns without fear of retaliation.

I trust the team to prioritize customer or mission needs over personal advantage.

The team keeps commitments made to other teams and stakeholders.

When plans change, the team adapts and communicates quickly.

Senior leaders act consistently with the behaviors they ask of our team.

We celebrate small wins and acknowledge effort publicly.

I believe people on this team have one another’s best interests in mind.

Conflicts are surfaced early rather than allowed to fester.

I would recommend a high‑stakes project to this team based on our current trust level.

Observed behaviours (check all that apply)

Select behaviours you've seen in the last 4 meetings or two delivery cycles.

Brief examples: Describe 1–2 recent events that showed where trust helped or blocked work.

Keep examples factual and short (2–4 sentences each).

What do you think are the likely root causes of the most important trust gaps?

Consider processes, leadership behaviour, incentives, and information flows.

Select up to three priority focus areas for the next 90 days

Choose the most impactful areas to address now.

If you selected priorities above, what specific actions would you recommend in the next 30/60/90 days?

Be concrete: owner, cadence, and simple success criteria (example: weekly micro‑retrospective, owner = team lead, success = 70% of items closed within sprint).

How confident are you that the team can improve the selected priorities within 90 days?

1 = Not confident, 5 = Very confident

You can explore this tool now. Sign in or create an account to save your responses and return to them later.

Make this tool part of your work

Save a personal copy, bring it to your team, or tailor the questions and workflow to fit what you are hungry to improve.

Member customization and team collaboration are coming soon.

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Discussion

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Team Trust Audit: Pulse Survey, Observational Checklist & Diagnostic Rubric