Team Syzygy

See where your team quietly disagrees — and what to do next.

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What it is

Actionable insight on the state of your team.

Most team surveys measure how people feel and hand you a score to track. Team Syzygy measures something different: whether the way your team actually works matches what people expect, whether that’s ever been made explicit, and whether that view is consistent across the team.

Alignment, not sentiment

How your team really operates vs. what people expect, not a satisfaction rating.

Made for managers

A report you can act on yourself, no facilitation required.

Ends in a conversation, not a number

You get the next step, not a dashboard to interpret.

What we capture

Three signals a score can't show.

Across 12 dimensions, each person tells us what they’d personally prefer, what they believe the team’s current norm is, and how clearly it’s been discussed. Comparing them reveals the gap between preference and reality, whether that gap is a conscious team choice, and where feedback only looks aligned on average.

Example survey dimension

Balanced Workload vs Uneven Distribution

How workload is expected to be distributed across the team.

Operating spectrum

1 — Work should be distributed evenly across team members.

7 — Work should be allocated based on capacity and output, even if some individuals carry more.

Personal Preference

1
2
3
4
5
6
7

Perceived Team Norm

1
2
3
4
5
6
7

Explicitness / Clarity

How clearly is this discussed and understood?

1
2
3
4
5
6
7
1 — Implicit; Never Discussed.7 — Explicit; Openly Discussed.

What you get

The conversations that close the gap.

Your report covers every dimension: preference gaps, clarity, and whether views are shared or split across the team. It names the critical attention areas, what’s driving them, and the exact conversation to run — with prompts and the decision to make. That’s the gap most surveys leave to you: they tell you something’s off; Team Syzygy tells you what to do about it.

One-minute summary

The strongest pattern is Balanced Workload vs Uneven Distribution: the current team norm leans toward uneven distribution while preferences lean toward balanced workload — and responses are split enough that the average may hide different definitions of fairness. Supporting signals (recognition, delivery focus, external demands) point the same way with low clarity, so workload fairness may be hard to resolve until the team makes those trade-offs explicit.

What to do next · For the manager

Open with: Workload fairness isn’t just whether work is uneven — people may agree it’s uneven but mean different things by “fair”, with only moderate clarity on the issue.

Then work through:

  • Start withWorkload fairness as the topic, rather than jumping straight to rebalancing.
  • ClarifyWhether “fair” means equal load, capacity-based, skill-based, or business-need allocation.
  • DecideWhich version of fairness the team is actually choosing when work can’t be split equally.
  • RecogniseWhat should be acknowledged when work is uneven by design.
“If work is uneven by design, what should be made visible and recognised so it doesn’t feel accidental?”

The full report also includes the questions to ask first, the agreements to aim for, pitfalls to avoid, and the alignment map across all 12 dimensions.

View full sample report

Anonymity & data

Safe for your team to be honest

People only share candidly when they feel safe. Team Syzygy is built so they can.

  • Anonymous and aggregated

    Team input is anonymous and only ever reported as aggregated patterns — never as individual answers.

  • Patterns, not blame

    The report surfaces where expectations diverge across the team. It points at patterns, not people.

  • Not a performance review

    This is a team alignment diagnostic. It is not used to rate, rank, or appraise anyone.

  • Not surveillance

    We don't monitor employees. We ask a short set of questions once and report on the team as a whole.

  • Better conversations

    The point is to help managers choose the right conversation to have next — not to hand out judgements.

Partners

Working with managers — or know one who needs this?

If you coach, consult, or advise leaders — or you want to introduce Team Syzygy to someone else’s team — there are two simple paths.

Refer a team

Send us a team. We run it. You may earn a fee.

Use it with clients

Use our reports in your client work. This is paid partner access.

Register partner interest

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