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10 minutes

Our scientifically validated question sets cover the most important factors that influence the success of teams and organizations.


A mix of questions
to get you started

If you are using the Joineer Teambarometer for the first time and don’t have a very specific use case yet, we recommend our Starter Pulse: seven questions covering the most important topics (team effectiveness, energy, commitment, leadership, job satisfaction).

Interesting, I want to know more.

What’s inside:

With this mix of questions, you get a broad overview of the climate in your team or organization. Depending on the results, you can later dive into individual topics with more in-depth pulse measurements. Example: After two pulse measurements with the Starter Pulse, you notice that the shoe pinches when it comes to commitment. For the next pulse measurements, you therefore switch to our in-depth question set on commitment.

Team Effectiveness

How teams
achieve goals

How well your team achieves goals is not a matter of chance. Our pulse on team effectiveness covers five key factors that determine how effectively your team performs.

What’s inside:

Our team effectiveness question set measures five factors:

Psychological safety: Do team members dare to address ideas and take risks?

Reliability: Do team members perceive each other as reliable?

Impact:Do team members feel they are making a real difference?

Meaning: Do team members find personal fulfillment in their work?

Structure: Are roles and goals clearly defined?


Noticing at an early stage
whether the batteries are empty

People are not robots. When energy reserves are low for a long time, there is a risk of burnout. With our pulse survey on energy, you notice early on where and how there are burnout risks in your team or organization.

What it means:

Our energy pulse measurement covers two dimensions of energy:

Exhaustion measures the level of emotional and physical energy reserves of your team members.

Engagementmeasures how much strength, motivation and curiosity your team members have at work.


Measure how strong
he commitment to the organization is
the organization is

The stronger the individual, subjective commitment to the organization, the more productive the team members.

What it means:

Our commitment pulse measurement measures three types of commitment:

Affective commitment: the emotional closeness to the organization.

Continuance commitment: the personal cost of a job change.

Normative commitment: the moral view of job changes.

Job satisfaction

What team members
about the job –
and what they don’t

If your team members aren’t happy with their job, their potential is lying idle.

What it means:

Our Job Satisfaction survey measures the overall satisfaction as well as the satisfaction with career prospects, leadership and management, and specific job tasks.

Leadership (Management)

How well Teamleaders
stay on track

Team leaders can be a critical factor in helping teams reach their full potential. Our Leadership survey reveals how satisfied team members are with their leader.

What it means:

In addition to overall satisfaction, this pulse measurement covers five dimensions of positive leadership:

Positive emotions: Team leaders know how to spread optimism.

Commitment: Team leaders can stimulate the team in a positive way.

Relationships: Team leaders cultivate relationships in and with the team.

Meaning and significance: Team leaders convey a sense of the bigger picture.

Goal achievement: Team leaders can celebrate the achievement of goals.


Accompanying change processes
at an early stage

Change processes are always associated with a lot of uncertainty. With our survey on change you can measure the sensitivities in teams and in the whole organisation before and during the change process. This way you know whether the change process is really on track.

What it means:

Our survey on change measures four aspects:

Acceptability: Do team members feel that the change is useful?

Management support: Are team leaders and management behind the change?

Self-efficacy: Do team members think they can achieve their goals during and after the change?

Personal benefits: Do team members see a concrete benefit for themselves in the change?

Special question set
on Home Office

Understanding how
home office
to make the most of

The coronavirus pandemic has made home office, working from home instead of the office, a reality for many teams and organisations almost overnight. With our special home office survey, you and your teams can get an idea of what works well in your home office and what still needs to be improved.

What it means:

Our home office question set measures three aspects of home office: How well teamwork works in your home office constellation; how well the work in the home office is organised; and how well the team and the organisation cope with the general Corona-related changes.

You can also

create and integrate
your own questions

With the Teambarometer you can also create your own questions and easily integrate them into your survey. We support you in doing so.

Learn more

What it means:

There are sometimes very special topics and questions that keep your team or organisation busy. With our Teambarometer, it is easy to create your own questions, incorporate them into the survey and work on them in the discussion mode.

    Any questions?
    We are happy to advise you

    Not sure what the best way to start is for your team or organisation? Get in touch and we’ll put our heads together without any obligation.