A team operating benchmark, not another market survey.

Unit of analysis

A benchmark creator starts one anonymous cohort and shares its participation link. Each person answers the same nine closed-ended questions. No company name, person name, email, employee ID, open text, or demographic profile is requested.

Measures

Meeting hours, burnout frequency, and async effectiveness use response categories compatible with the quarterly worker survey. Focus time and control, documentation usefulness and decision capture, timezone-driven off-hours work, and 12-month intent to stay fill the operational gaps the quarterly survey cannot measure at team level.

Scoring

Answers map transparently to a 0-100 directional score. Scale questions map 1-5 evenly to 0, 25, 50, 75, and 100. Lower meeting load, more focus capacity, less frequent burnout and off-hours burden, stronger documentation and async practice, and greater intent to stay score higher. Dimension scores average their included questions; the overall score averages seven dimensions equally.

Privacy thresholds

A private team report remains suppressed until 10 responses. Public pooled results require at least 25 responses, and only include responses from cohorts that have independently reached 10. Private access uses a high-entropy report key stored as a one-way hash; the web app sends it in a request header, not a query string.

Comparison with the worker survey

The report keeps worker-survey evidence separately labeled by edition and sample size. It does not merge the quarterly public sample with team cohorts. Direct comparison is limited to questions with compatible wording and response categories.

Limitations and responsible use

Participation is voluntary and may not represent the entire team. Scores are sensitive to team composition, workload cycles, layoffs, leadership changes, and local culture. Retention intent is not observed turnover, burnout frequency is not a clinical measure, and differences are descriptive rather than causal. Do not use results to identify respondents, evaluate individual performance, rank managers, or make employment decisions.