Health Dimensions & Scoring

The four dimensions Arenevo measures and how the health score is calculated.

Every campaign measures a team against four core dimensions of team health. Scoring by dimension — rather than a single overall number — is what makes the results actionable: a team can be strong on one dimension and at risk on another at the same time.

The four dimensions

  • Psychological Safety & Trust — whether people feel safe to speak up, raise concerns, and admit mistakes without fear of punishment
  • Connection & Belonging — how valued and included people feel as part of the team, not just a headcount
  • Performance & Role Clarity — whether everyone knows what success looks like and how their work connects to wider goals
  • Purpose, Strengths & Role Alignment — whether workload is manageable and fairly distributed, and people are working to their strengths

Reading a score

Each dimension is scored from the aggregated, anonymous responses for that campaign. Scores are grouped into three bands so they're easy to scan at a glance: healthy, moderate (needs attention), and critical (significant gap). Tracking a dimension's score across recurring campaigns shows whether it's trending up or down over time, which is usually more useful than any single snapshot.

How the score is calculated

Every survey question is answered on a 1–5 scale (from "strongly disagree" to "strongly agree"). To get a score:

  1. We average everyone's answers for each dimension.
  2. We convert that average into a 0–100 score, so 1 → 0%, 3 → 50%, and 5 → 100%.
  3. The overall Team Health Score is the average of all four dimension scores.

So a team where people mostly answer in the middle of the scale lands around 50%, while a team answering consistently at the top lands near 100%. If the campaign is a leader-only check-in (no team survey), the same calculation is applied to the leader's own self-assessment instead.

Perception gaps

When a campaign includes both a team pulse survey and a leader or self-assessment, Arenevo also surfaces the gap between how the team experiences a dimension and how the leader perceives it. A large gap on a dimension is often a stronger signal than a low score on its own — it usually means the leader isn't seeing a problem the team is already feeling.