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    Interactive assessment

    Remote & Hybrid Team Health Check

    A five-dimension assessment of how well your distributed team is really working, covering connection, communication, meetings, wellbeing, and decision-making.

    Remote and hybrid working creates specific team health risks that standard team assessments miss. Proximity bias, communication lag, isolation, and meeting overload are structural problems that don't show up until performance drops. This diagnostic gives you an honest picture of where your distributed team is thriving and where it needs attention. Adapted from research by Bloom et al. (2015) and Neeley (2021).

    Questions or items
    25 questions or items
    Completion time
    Around 12 minutes
    Dimensions
    Connection & Belonging, Communication Quality, Meeting Culture, Wellbeing & Boundaries, Decisions & Autonomy
    What you receive
    Personalised results with configured interpretation bands, section scores and development guidance.

    What it covers

    • Connection & Belonging
    • Communication Quality
    • Meeting Culture
    • Wellbeing & Boundaries
    • Decisions & Autonomy

    Rate each statement from 1 (Strongly Disagree) to 5 (Strongly Agree). If your team is primarily in-office, focus on the dimensions most relevant to your context.

    Results: Personalised results with configured interpretation bands, section scores and development guidance.

    How this interactive diagnostic works

    This page provides the documented overview before the interactive experience is loaded. It lets you read the purpose, the material covered and the way the result is presented without entering answers or sending a request. When you choose to continue, the interactive version uses the same material shown here. It records your selections while you work and only calculates its result when its required items are complete.

    Analytics consent is required before the interactive experience is mounted. Declining consent does not start the diagnostic or its tracking. If you continue, the existing experience remains responsible for its own input, score and lead-capture step. Where the route requests a first name and work email, its existing form handles validation and submission. This overview does not replace those steps or submit a lead.

    Statements in this diagnostic

    The interactive version groups the statements below by section. Read them in relation to the situation named in the instructions, then use the response scale shown by the diagnostic. The section descriptions are part of the existing configuration and explain the aspect each group is intended to examine.

    Connection & Belonging

    The risk in distributed teams is that people feel professionally functional but personally isolated. Connection isn't automatic when people aren't co-located.

    1. Team members actively support each other across distance, not just when physically together
    2. Remote workers are as visible and valued as those in the office
    3. People on this team feel genuinely included regardless of where they work from
    4. We have regular rituals that build team identity beyond task completion
    5. Team members know each other as people, not just as colleagues in meetings

    Communication Quality

    Distributed teams are often over-communicated to (too many messages, channels, and updates) whilst under-communicated on the things that matter. The issue is rarely volume; it's clarity and timing.

    1. Information reaches everyone when they need it, not just those who were in a particular meeting or location
    2. We are clear and consistent about which channel to use for different types of communication
    3. Asynchronous communication is used well: people aren't waiting hours for responses to non-urgent messages
    4. Written communication is clear enough that people don't need to follow up for clarification
    5. People don't feel like they have to be constantly online to stay informed and included

    Meeting Culture

    Meeting overload is the most common distributed team complaint. When every coordination need becomes a meeting, people lose time for focused work and remote fatigue sets in.

    1. Our meetings have clear purposes and produce clear outcomes, they don't fill time
    2. Remote participants are as engaged as in-person ones in hybrid meetings
    3. Decisions are made in meetings rather than relitigated afterwards
    4. People have enough uninterrupted time between meetings to do meaningful work
    5. We regularly review whether the meetings we run are worth the time they take

    Wellbeing & Boundaries

    Without the physical separation of an office, the boundaries between work and recovery erode. Distributed teams often work longer, not shorter, hours, with less visible support.

    1. Team members can switch off from work at the end of the day without anxiety
    2. There is no implicit pressure to be constantly available or responsive outside working hours
    3. Workload is sustainable across the team, not concentrated on a few people
    4. People feel comfortable raising wellbeing or workload concerns with their manager
    5. Manager support is genuinely accessible whether people are working remotely or in the office

    Decisions & Autonomy

    Distributed teams slow down when decision rights aren't clear. Without the ability to catch a manager in the corridor, people wait, duplicate work, or make calls they're unsure about.

    1. People have clarity on which decisions they can make without waiting for approval
    2. Remote workers are included in decisions that affect them, not informed after the fact
    3. We don't have bottlenecks of people waiting for sign-off that could be avoided
    4. Team members feel trusted to manage their work without constant check-ins
    5. We review how we work together regularly and adjust based on what we learn

    How the result is read

    The interactive diagnostic totals the selected item scores by section and across the whole assessment. It then matches those totals to the configured interpretation bands and shows the section-level results alongside the overall result.

    • Significant Challenges, 25 to 62: Your distributed team has structural problems that will compound over time if left unaddressed. Isolation, communication gaps, and meeting overload are common at this score range. Start with your two lowest-scoring sections. A focused team conversation about how you work together is a good first step: name the problems, agree on what you'll change, and review in 30 days.
    • Functioning with Clear Gaps, 63 to 87: Your team works reasonably well at a distance but there are real friction points. Your section scores will show you where. The most common patterns at this level are strong communication but weak wellbeing boundaries, or good meeting culture but poor connection rituals. Pick the lowest section and address it directly.
    • Working Well, 88 to 109: Your distributed team functions effectively. The practices you've built are working. Focus on maintaining consistency, particularly around wellbeing and boundaries, which tend to erode when the team is under pressure. One conversation per quarter about how you're working together is enough at this level.
    • High-Performing Distributed Team, 110 to 125: You've built something genuinely good. Distributed team performance at this level requires intentional effort, and your team is benefiting from it. Share what's working with other teams in the organisation.

    Sources named in this diagnostic

    • Bloom, N., Liang, J., Roberts, J. and Ying, Z.J. (2015) 'Does working from home work?', Quarterly Journal of Economics, 130(1), pp. 165-218.
    • Neeley, T. (2021) Remote Work Revolution. New York: Harper Business.
    • Gratton, L. (2022) Redesigning Work. Cambridge, MA: MIT Press.
    • Edmondson, A.C. (2012) Teaming. San Francisco: Jossey-Bass.

    Where to take the next step

    Our team programmes support trust, collaboration and sustained performance across changing ways of working.

    Explore Team Effectiveness Workshops

    Frequently asked questions

    What does the Remote & Hybrid Team Health Check measure?

    Remote and hybrid working creates specific team health risks that standard team assessments miss. Proximity bias, communication lag, isolation, and meeting overload are structural problems that don't show up until performance drops. This diagnostic gives you an honest picture of where your distributed team is thriving and where it needs attention. Adapted from research by Bloom et al. (2015) and Neeley (2021).

    How many questions are in the Remote & Hybrid Team Health Check?

    It contains 25 questions grouped into 5 dimensions: Connection & Belonging, Communication Quality, Meeting Culture, Wellbeing & Boundaries, Decisions & Autonomy.

    How is the Remote & Hybrid Team Health Check scored?

    Responses are scored within each section and totalled across the diagnostic. The total is compared with the configured interpretation bands.

    What happens after I complete the Remote & Hybrid Team Health Check?

    After the required items are answered, the existing first-name and email gate is shown before the results are displayed. The result includes an overall interpretation, section scores and development guidance.

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