Read team health

What this achieves

Team health summarises what your one-to-ones have recorded: how people say they are doing, how recently you have spoken to each of them, and whether agreed actions are getting done. It is a read on a team between formal cycles, not a rating of it.

Required role: Administrator or Manager.

Steps

Go to Feedback & 1:1s → Team Health.
Read the three summary figures at the top.
Work down the list of your direct reports.
Open a check-in from the list where something needs a conversation.

The summary figures

Option	Description
Average team mood	The average of the moods recorded across your team.
Check-ins in last 30d	How many one-to-ones you have completed in the last thirty days.
Action items completed	How many agreed actions have been ticked off.

Per person

Option	Description
Mood trend	How that person’s recorded mood has moved over time.
Last check-in	When you last completed a one-to-one with them, or Never.
Action items	Their open and completed actions, with an Overdue badge where one has passed its date.

Moods are recorded as Great, Good, Okay, or Struggling.

Read the trend, not the number

A single mood reading says almost nothing. The direction says a great deal. Somebody moving from Good to Okay across three consecutive check-ins is the entry on this page worth acting on, and the person sitting at Okay for a year may answer every question that way.

Example: Olivia Bennett sees one of her engineers has moved Good → Okay → Okay over six weeks while their action items have stopped completing. That is two signals pointing the same way, and it is worth a conversation this week rather than at the next review.

A blank row is a finding

Last check-in: Never, or a date several months old, is the most actionable thing on this page. It is not a data gap — it means those one-to-ones have not been happening, and the mood readings for that person are missing because nobody asked.

Example: if two of Olivia Bennett’s reports show no check-in in four months, the average team mood on this page is drawn from the people she does speak to regularly. It reads better than the team is.

What this page cannot tell you

Mood is self-reported in a conversation with the person’s own manager. It records what somebody was willing to say to you, which is a different quantity from how they are. Where that gap matters, an anonymous engagement survey is the instrument built for it, not this page.

What happens next

Use the page to decide who to speak to next, and schedule the check-in from the one-to-ones list. Completed check-ins feed straight back into these figures. Where a pattern is persistent rather than momentary, a development plan or a career conversation is the durable route, and both are reachable from a check-in.