Alternatively, you can use our recommended metrics (below). These have been developed based on validated research into team performance and psychosocial safety, plus Teamgage's own experience working with thousands of teams to generate actionable insights and meaningful improvement.

Recommended Huddle Metrics

• 5 Core Metrics: asked every month to track key team dynamics that can shift rapidly.
• 2 Rotating Metrics: updated monthly on a quarterly cycle to measure wider culture and engagement drivers that shift less frequently. Rotating avoids survey overload while providing deeper insights.

Recommended Core Metrics

1. Communication

1. Review the clarity and frequency of messages to the team
   
2. Ask how team members prefer to receive updates or important information
   
3. Share context and rationale behind recent decisions to improve understanding
   

Why we recommend this metric: Poor communication is a key driver of misalignment, stress, and disengagement. Research on high-performing teams shows that clarity and context in communication correlate strongly with team effectiveness. Addressing information gaps also aligns with recommended guidance on reducing psychosocial hazards.

2. Role Clarity

1. Regularly review and confirm goals, priorities, and expectations with each team member
   
2. Break down large objectives into clear, achievable steps
   
3. Provide written summaries or visual aids to reinforce clarity after discussions
   

Why we recommend this metric: Clarity reduces stress, prevents role conflict, and boosts confidence in decision-making. Research on high-performing teams shows clear priorities and expectations drive focus, accountability, and collaboration. Safe Work guidance also highlights that when employees experience a lack of role clarity it becomes a psychosocial risk.

3. Teamwork

1. Facilitate opportunities for collaboration and knowledge sharing
   
2. Proactively address any conflicts or obstacles to maintain cohesion
   
3. Review team processes and rhythms to ensure they support effective collaboration
   
4. Highlight recent success and reinforce what’s working well

Why we recommend this metric: Teamwork drives trust, accountability and supports strong social connections. Research into high-performing teams has identified shared goals and mutual support as critical to team success.

4. Workload

Manager Prompts:

1. Review current workload distribution and deadlines - adjust priorities if needed
   
2. Encourage saying “no” to non-priority work to protect team capacity
   
3. Identify process improvements or resource gaps to reduce pressure
   

Why we recommend this metric: High or unmanaged workloads are a major predictor of burnout, absenteeism, and stress-related hazards. Safe Work guidance recommends monitoring workload to ensure time pressures and demands can be safely managed. 

5. Supported

1. Review what support or resources team members feel they’re missing
   
2. Offer additional guidance and training where needed
   
3. Highlight available support resources and opportunities to build capabilities
   

Why we recommend this metric: Feeling supported reduces stress and increases engagement. Research into high performing teams demonstrates that support enables high-performing teams, while Safe Work guidance emphasises support as a key psychosocial safety factor.

Additional Rotating Metrics

Month 1

6. Purpose

Question: Has your recent work felt meaningful and impactful?

Anchor Points: 100 – High impact | 75 – Mostly | 50 – Somewhat | 25 – Not really | 0 – Not at all

Manager Prompts:

1. Regularly connect day-to-day tasks to the bigger picture and organisational purpose
2. Invite input on how work can create greater value for clients, stakeholders, or the community
   
3. Highlight recent wins and their impact

Why we recommend this metric: Research into high-performing teams shows that a clear sense of purpose improves motivation, resilience, and improved overall wellbeing. Studies also show that making progress in meaningful work is a key driver of engagement. When employees feel their work matters and they see progress, it reduces the risk of low job satisfaction and disengagement - both recognised psychosocial hazards under Safe Work guidelines.

7. Recognition

Question: Does your team regularly recognise and value each other's contributions?

Anchor Points: 100 – Absolutely | 75 – Mostly | 50 – Sometimes | 25 – Not really | 0 – Not at all

Manager Prompts:

1. Create structured opportunities for peer-to-peer recognition
   
2. Celebrate successes and highlight team achievements publicly
   
3. Ensure recognition tools or platforms are actively used
   

Why we recommend this metric: Recognition drives engagement, motivation, and retention. Research shows high-performing teams thrive on mutual appreciation and it supports psychosocial safety by reinforcing positive workplace relationships.

Month 2

8. Always Improving

1. When challenges arise, shift the conversation to what the team can influence rather than external blockers
   
2. Break down big challenges into small, manageable steps the team can implement immediately
   
3. Create ownership for implementing improvements and make progress visible
   
4. Highlight recent success and reinforce what’s working well

Why we recommend this metric: Continuous improvement and adaptability are hallmarks of high-performing teams. Research shows that teams who actively learn and adapt display greater resilience and outperform those who resist change. Proactive change management and improvement has also been shown to reduce stress, uncertainty, and psychosocial risk.

9. Accountable

1. Clarify values, expectations and responsibilities as part of team rituals
   
2. Reinforce consequences for not meeting expectations
   
3. Model accountability as a leader in daily actions
   

Why we recommend this metric: Accountability ensures standards are upheld and teams foster a culture of dependability. This is highlighted in research as a key driver of team effectiveness, while Safe Work guidance links accountability and dependability to reduced stress and safer work environments.

Month 3

10. Voice

Question: Do you feel safe and empowered to speak up and provide input into how work is done?

Anchor Points: 100 – Always | 75 – Mostly | 50 – Sometimes | 25 – Rarely | 0 – Never

Manager Prompts:

1. Provide opportunities for all voices to contribute to discussions and decisions affecting work
   
2. Actively encourage raising concerns without fear of negative consequences
   
3. Proactively seek input and demonstrate receptiveness to suggestions and ideas
   

Why we recommend this metric: Research has found psychological safety to be the single most important factor in high-performing teams, proven to increase innovation, learning and engagement. Safe Work guidance also highlights both psychological safety and sense of job control as key to reducing psychosocial hazards.

11. Belonging

Question: Does your team foster a safe, inclusive and respectful work environment?

Anchor Points: 100 – Absolutely | 75 – Mostly | 50 – Somewhat | 25 – Not really  | 0 – Not at all

Manager Prompts:

1. Promote inclusive behaviours and actively involve all team members
   
2. Create opportunities to bring your team together
   
3. Encourage collaboration, and social connection between team members.
   

Why we recommend this metric: Teams who foster inclusion and respect reduce the risk of interpersonal conflict and stress-related hazards, aligning with Safe Work guidance for fostering psychosocial health. Research shows these behaviours also increase engagement, collaboration, and innovation in teams.

Why This Approach Works

• Team experience: Employees interact with their team far more than the broader organisation. Measuring team-specific engagement captures the day-to-day drivers of satisfaction and performance.

• Actionable insights: Feedback on the team environment highlights issues leaders can directly influence - rather than problems beyond their control.

• Early warning signs: Measures leading indicators that signal engagement dips before they appear in annual surveys, enabling proactive intervention.

• Increased engagement: Rotating questions captures wider insights while avoiding survey overload.
  

• Evidence-based: Developed based on validated research into team performance and psychosocial safety guidelines, plus Teamgage’s own experience working with thousands of teams to generate actionable insights and meaningful improvement.
  

 Best Practice Tips

• Communicate the Why: Let teams know why questions are being asked and how feedback will be used.
  
  
• Review Trends Over Time: Use dashboards to track monthly core metrics and compare rotating themes quarterly.
  
  
• Link Insights to Action: Share results and actions being taken to highlight how feedback is being used to drive improvements across these areas.
  
  

Related Articles

• Components of a metric

• Create a metric

• Edit a metric

• Create a metric set

• Change a metric set

• Updating/Rotating Huddle Metrics