Team Barometer

Purpose

The Team Barometer shows you every week how your team is doing. It compares the work situation the members describe in the weekly check with their motivation profile and combines the answers into a status report with recommendations.

How the Team Barometer fits in:

• The Team Analysis describes how your team is fundamentally composed. It is the prerequisite for the Team Barometer.
• The data comes from SituationFit and the weekly check: every member describes their work situation once a week.
• The results help you prepare team meetings and regular meetings.

Who can see this?

Team leaders (owners of the team) and administrators, if MatchLytics-Management is enabled for your account. You find the page under Team › Team Barometer. Other members do not see the menu item, not even with the team permission Analyse.

The Team field lists the teams you lead; administrators see all teams. If a team you do not lead is selected, the notice “Only the team lead (owner of the team) and administrators can see the team barometer. Please select a team you lead.” appears. The administrator decides who is the team leader of a team (see Teams and permissions).

A barometer can only be calculated if these prerequisites are met:

1. A team analysis exists for the team. If it is missing, the notice Team analysis missing appears with the link Go to the team analysis.
2. At least two members have a motivation profile.
3. At least 60% of the members have a SituationFit result for the selected week.

If item 2 or 3 is not met, Not enough responses yet appears. Remind your team of the weekly check, for example with Send SituationFit Reminder on the Team › Employee page (see Employees and motivation profiles).

The barometer shows the answers from the weekly check (well-being, activation, recovery, eustress and strain) only in aggregated form and only once a minimum number of answers has been reached. The minimum is three answers (default value). Below that, the cards show “Aggregated anonymously: visible only from 3 weekly check responses (this week: 2).” instead of a value. If there are no answers at all that week, they show “There are no weekly check responses this week.”

Layout

1. Team – Selects the team whose barometer you look at. The list contains the teams you lead; administrators see all teams.
2. Calendar week – Selects the week the barometer evaluates; the current week and the three before it are offered. All charts and cards end with this week.
3. Recalculate – Calculates the barometer of the selected week again from the weekly checks received so far and replaces the previous version. Your recorded measures are kept.
4. Tabs Dashboard, Timeline, Deep dive, Flow analysis and Comparison – They divide the evaluation into five views. The dashboard gives the overview of the week; the other tabs show the development, details, the experience of flow and a comparison of two weeks.
5. Team status – Shows the traffic light of the week and the team score. The team score combines the SituationFit deviations of all members into one number; below 10 it reads Stable, from 17 on Critical.
6. Strain over time (8 weeks) – Shows the team score of the last eight weeks with the traffic light limits 10 and 17 as dashed lines. In the first week no trend appears yet.
7. Difference scale – Places the team score of the selected week on a scale from 0 to 25. The ranges are “0–10 normal”, “10–17 noticeable” and “17 and above critical”.
8. Team members – Shows for each member the traffic light color, a trend arrow and the largest deviation of a motivation dimension. Anyone who has not done a weekly check for three weeks appears as “no response” without a value; a click opens the member view.
9. Recommendations – Names the three most important recommendations of the week. With Record measure you note what you do about them, see Record measure.

All charts end with the selected calendar week.

Dashboard

The dashboard is the starting point. From top to bottom it shows the team status, the members, the recommendations, four cards on the weekly check and SituationFit, the suggestions for the team meeting and the measures log.

Team status, strain over time and difference scale

The Team score combines the members’ SituationFit deviations into one number. Lower is better. The traffic light under Team status is derived from it:

Traffic light	Team score
Stable (green)	below 10
Attention (yellow)	10 to below 17
Critical (red)	17 and above

Strain over time (8 weeks) shows the team score of the last eight weeks with the limits 10 and 17. In the first week it shows “The trend appears from the second week on.” instead. The Difference scale shows the current team score on the ranges “0–10 normal”, “10–17 noticeable” and “17 and above critical”.

Team members

The member bar shows for each person:

• the traffic light color of their personal score (same limits as for the team),
• a trend arrow with the tooltip Doing better, Unchanged or Doing worse,
• the largest deviation of a motivation dimension if it lies outside ±15, otherwise “ok”.

Anyone who has not done a weekly check for three weeks appears as “no response” and without a value. Clicking a person opens the member view.

Recommendations

This section lists the three most important recommendations of the week. If one member can relieve another, the recommendation names both, for example: “Anna has spare capacity in Assertion (+14) and could relieve Ben (−18) – by shifting tasks, coaching or pair work.” The people named can be clicked. Below each recommendation is the Record measure button (see Functions). A recommendation for which you have already recorded a measure is marked Accepted. If there are no recommendations, it shows “There are no recommendations this week.”

Activation–well-being matrix

1. Activation–well-being matrix – Shows the team’s center of gravity from the weekly check answers on well-being and activation. Individual people are not plotted, and with too few answers “anonymously aggregated” appears instead of the matrix.
2. Team indices – Shows the team’s eustress index and strain index from 0 to 100 with the change from the previous week. Both values are means of the weekly check answers and are measured separately.
3. Recovery & persistence – Shows strain that persists without recovery. The card names members marked Priority only while showing individual people is switched on; it also states how many members have not responded for at least three weeks.
4. Interpretation & measures – Shows how the members are distributed over the SituationFit cases Good fit, Under-supplied and Over-strained. Each case comes with an explanation and suitable measures, and the members’ names can be clicked.

The matrix shows the team’s center of gravity (Team avg.) from the weekly check answers: horizontally Well-being, vertically Activation. The dashed circle shows how far apart the answers are. The four quadrants mean:

Quadrant	Position	Meaning
Eustress / flow	top right	activated and feeling good – positive tension
Distress (tense)	top left	activated but feeling bad – negative tension
Exhaustion	bottom left	little energy and feeling bad
Relaxation / underload	bottom right	feeling good but little challenged

Individual people are not plotted. The classification is a heuristic based on the circumplex model and the Yerkes-Dodson assumption – a guide, not a diagnosis.

Team indices

The card shows the team’s Eustress index and Strain index (0 to 100) with the change from the previous week. Both values are measured separately and can be high at the same time.

Recovery & persistence

The card shows strain that persists without recovery. If showing individual people is switched on (default), it lists the members marked Priority (several red weeks in a row or too little recovery) with their eustress and strain index. If the display is switched off, it shows “Showing individual people is switched off for your company. Persistent strain only enters the team values.” The card also shows the number of members who have not responded for at least three weeks.

Interpretation & measures

The card shows how the SituationFit cases are distributed in the team:

• Good fit – motivation and work situation fit together.
• Under-supplied – a need falls short.
• Over-strained – a need is over-strained.

For each case it shows the number of members, a short explanation and suitable measures. The members’ names can be clicked.

Suggestions for the team meeting

The card lists topics the calculation derives from the week’s team values: Cohesion, Processes, Emotional distance, Different perceptions, Distribution of tasks or Recovery. The suggestions name no one and can therefore be used directly as agenda items. If there is no text for a topic yet, it shows “There is no text for this topic yet.” If the values raise no topic, it shows “This week’s team values raise no topic for the meeting.”

Measures log

1. Add measure – Opens the dialog for a measure that does not belong to a single recommendation. The measure belongs to the displayed calendar week.
2. Date and release (Visible to the team or Leadership only) – The date names the day on which you recorded the measure. The release decides whether the members see the text anonymously on their situation page.
3. Text of the measure – Shows what you entered under What will be done?. The text appears in the log without your name.
4. Effect on the eustress and strain index – Compares the team’s eustress and strain index before and after the measure. Green stands for better, red for worse; only team means enter the comparison.
5. Delete measure – Removes the measure from the log after a confirmation. A released message disappears for the members as well.

The measures log records what you did with the barometer, newest measure first. A measure taken on a recommendation carries the label Answers a recommendation. Your name as the author does not appear anywhere.

The effect compares the team’s eustress and strain index averaged over the two weeks up to the measure with the two weeks after it, for example “Effect on the team mean (before 2 / after 2 weeks)” with “Eustress index: 52 → 58 (+6)”. Green means better (rising eustress index, falling strain index), red means worse. Further displays:

• “still open” – the weeks after the measure have not been calculated yet.
• “The effect will be measured after the next barometer week.”
• “anonymously aggregated” – too few members answered in at least one week; those weeks do not count.
• “No effect measurement any more: the week of the measure is no longer stored.”

Only team means enter the effect, never individual values of people.

Timeline

1. Layer – Selects the level of the motivation profile that the first three charts show, for example Motivation, Implicit motives or Focus. Motivation is the default.

2. Team SituationFit – Shows per dimension the mean deviation between motivation profile and work situation across all members and the last eight weeks. Positive values mean an under-supplied need, negative values an over-strained one.

3. Mood over time – Shows the experienced work situation averaged over all members, one colored line per dimension over eight weeks. In the Motivation layer the value 100 is neutral.

   

4. Divergence (spread within the team) – Shows per dimension how differently the members experience their work situation in the selected week. From a standard deviation of 8 the team counts as heterogeneous, above 15 as polarised.

5. Detected trends – Lists developments that last for at least three weeks, each with a hint text. The card also reports an individual drift when a member’s values change sharply while the team stays stable.

6. Team eustress and strain index – Shows the history of both team indices over eight weeks. Weeks without answers or with too few answers stay empty to protect anonymity.

Team SituationFit, mood over time and the eustress and strain index show the last eight weeks up to the selected calendar week; divergence and detected trends refer to the selected week. In the Layer field you choose which level of the motivation profile the first three charts show: Motivation (default), Implicit motives, Focus, Preferences, Time orientation or Social orientation.

Team SituationFit

Per dimension, the mean of all members over the weeks, on a scale of at least −20 to +20 (0 = neutral). Positive means “need under-supplied”, negative means “need over-strained”. Yellow lines mark ±10, red lines ±17.

Mood over time

The experienced work situation averaged over all members, one colored line per dimension. In the Motivation layer the scale runs from 70 to 130, and the value 100 is neutral.

Divergence (spread within the team)

One bar per dimension for the selected week. The standard deviation shows how differently the members experience the work situation in one dimension:

• below 8: the team experiences the dimension in a similar way.
• from 8 (yellow line) heterogeneous: the members experience the situation noticeably differently, for example because of different tasks, roles or workloads.
• above 15 (red line) polarised: the team is split in this dimension. An open team conversation makes the different perspectives visible.

Detected trends

The card lists developments that last for at least three weeks, for example “rising (+2.5 per week over 4 weeks) · currently 12”, each with a hint text. It also reports an individual drift: a member’s SituationFit values changed sharply compared with the previous week while the team stayed stable. On desktop it shows the trends of all layers except role motivation. If there is no trend, it shows “No significant trend has been detected in recent weeks.”

Team eustress and strain index

The history of both team indices. Weeks whose values were withheld to protect anonymity or that had no responses are left as a gap.

Deep dive

1. Mismatch heatmap – Shows the SituationFit for every member and dimension as a cell: green up to ±15, yellow up to ±25, red above. Clicking a row opens the member’s detail view.

2. Synergies (relief potential) – Shows which member can relieve another in a dimension because they have spare capacity there. The Status is Possible or Urgent, and the Measure column suggests shifting tasks, coaching or pair work.

   

3. Effective competencies – Compares per competency the team average according to the profiles with the value under this week’s strain. A competency that reaches at least 62 in the profiles and falls below under strain is marked lost under strain.

   

4. Polarization – Checks whether the team splits into two camps in a motivation dimension; a warning appears from an index above 20. If a camp has fewer members than the minimum number, the card names only the dimension without camps and index.

5. Conflict escalation – Checks the high-friction pairs from the team analysis against the week’s SituationFit. The Risk is high, medium or low, depending on whether the situation amplifies the friction.

The deep dive shows the selected week in detail.

Mismatch heatmap

One row per member, one column per dimension; the cell shows the SituationFit. Green is within the normal range (up to ±15), yellow is noticeable (up to ±25), red is critical (above). On desktop the card is called Mismatch heatmap: SituationFit (all layers) and shows all layers except role motivation; a layer without values stays empty with “–”. Clicking a row opens the member view.

Synergies (relief potential)

A synergy arises when one member is under-supplied in a dimension (spare capacity) while another is over-strained there. The table has the columns Can relieve, Needs relief, Dimension, Values, Status and Measure. The status is Possible or Urgent; relief is urgent when the value of the strained member lies beyond ±25. Possible measures are shifting tasks, coaching by the relieving member or pair work.

Effective competencies

Per competency, the team average according to the profiles (static) and under this week’s strain (effective). The red line shows the Minimum competency level 62. A competency is marked lost under strain when the profiles reach at least 62 and it falls below that under strain. If fewer members than the minimum number have competency values, it shows “anonymously aggregated”.

Polarization

The card checks whether the team splits into two camps in a motivation dimension (Camp with lower values, Camp with higher values). A warning appears from an index above 20. If a camp has fewer members than the minimum number, only the dimension is named, without camps and index. A polarization can only be reported from twice the minimum number of members with a weekly result (six with the default); below that a corresponding notice appears instead of “No polarization detected.”

Conflict escalation

The table takes the high-friction pairs from the team analysis and checks them against this week’s SituationFit. Columns: Pair, Points of friction, Risk and Affected layers. The risk is:

• high – both deviate clearly in a friction dimension (beyond ±15),
• medium – both decide under strain (thinking/feeling gap above 20),
• low – this week’s situation does not amplify the friction.

If the team analysis shows no high-friction pair, it shows “The team analysis shows no high-friction pair.”

Flow analysis

1. Flow thermometer – Shows the team’s flow index from 0 to 100 from the Deep-Check, divided into the zones Blocked, Warming up, Near flow and Flow zone. In weeks without a Deep-Check it shows the values of the last Deep-Check.

2. 8-channel model – Places each member in one of eight channels according to their answers on demand and skill, for example Control, Flow or Boredom. The card shows how many members are in which channel.

3. Diagnoses – Shows how the six flow diagnoses are distributed in the team, for example Overload or Flow zone. A diagnosis of its own with measures appears only for members with a priority note, as long as showing individual people is allowed.

   

4. Dimension-specific flow profiles – Names for every member, based on the dominant basic need, the Flow logic, the Incentive and the Suitable type of task. The dominant need is the highest value of the motivation profile.

   

5. Task fit – Shows per member the distance between motivation profile and position and rates it from Flow candidate to Energy drain. Without an assigned position, the link Assign a position appears.

6. Team flow preconditions – Shows the result of the quarterly Team-Check as a team flow radar: how the team experiences the seven preconditions of team flow, on a scale from 0 to 6. In weeks without a Team-Check it shows the last Team-Check of the past twelve weeks.

Flow values only arise in a week with a Deep-Check, an extension of the weekly check. In the other weeks, the flow thermometer, 8-channel model and diagnoses show the values of the last Deep-Check, for example “No Deep-Check was collected this week. Showing the flow values of the last Deep-Check (CW 38).” If there is none, it shows “No Deep-Check was collected this week.” – which means “not measured”, not “no flow”. If too few members answered the Deep-Check, the team values are withheld as “anonymously aggregated”.

Flow thermometer

The team’s flow index (0 to 100) with the zones Blocked (0–30), Warming up (30–50), Near flow (50–70) and Flow zone (70–100). Only members with a priority note get their own thermometer, provided individual people may be shown; clicking it opens the member view.

8-channel model

Demand and Skill place each member in a channel. The card shows how many members are in which channel: Control, Flow, Arousal, Anxiety, Worry, Apathy, Boredom and Relaxation. Members close to the middle of the scale count as balanced.

Diagnoses

The distribution of the six diagnoses in the team: Problem with the conditions, “Can do it, doesn’t want to”, Underload, Overload, Flow zone and Mixed picture. For members with a priority note – provided individual people may be shown – their own diagnosis appears with measures and the components Motive fit, Skill fit, Experience and Flow potential.

Dimension-specific flow profiles

What brings a member into flow depends on their dominant basic need (highest value of the motivation profile). The table lists Dominant need, Flow logic, Incentive and Suitable type of task for every member.

Task fit

The distance between motivation profile and position per member, divided into Flow candidate (below 25), tolerable (below 50), needs willpower (below 75) and Energy drain. Without an assigned position, the link Assign a position appears, which leads to Team › Employee.

Team flow preconditions

The result of the quarterly Team-Check: how does the team experience the seven preconditions of team flow – Collective ambition, Common goals, Aligned personal goals, Complementary skills, Open communication, Safety in the team and Mutual commitment? A radar chart (team flow radar) shows the mean per precondition on the scale 0 to 6, with the values and explanations next to it. In weeks without a Team-Check, the card shows the last Team-Check of the past twelve weeks (“Last Team-Check: week 36”). A question with too few answers stays empty; if too few members answered overall, it shows “anonymously aggregated” instead of a radar.

The 8-channel model, the flow zones and the diagnoses are heuristics – a guide, not a diagnosis.

Comparison

1. Week A and Week B – Select the two calculated weeks of the last eight that are shown side by side. The selected calendar week and the calculated week before it are preset.

2. Team score – Shows the team score of both weeks with the respective traffic light. A lower value is better.

3. Team eustress and strain index – Shows the change of both team means and thus the effect of your measures. If too few members answered in one of the weeks, “anonymously aggregated” appears instead of a change.

4. Team flow index – Shows the change of the team’s flow index. It can only be compared between two Deep-Check weeks, because flow values only arise there.

5. Team SituationFit per dimension – Shows per dimension how the fit changed between the two weeks. Green means the value has moved closer to 0.

6. Members – Shows for each member the Score before and after with the Change. New and departed members are marked, and weekly check values of individual people are not part of the comparison.

   

7. Measures between the two weeks – Lists the entries from the measures log that fall in this period. This way you see next to the changes what you did in that time.

The Snapshot comparison puts two calculated weeks of the last eight side by side. By default, the selected calendar week and the calculated week before it are preset. Every change is read from the earlier to the later week; green means better, red worse.

• Team score: before and after with traffic light; lower is better.
• Team eustress and strain index: the change of both team means, i.e. the effect of your measures. If too few members answered in one of the two weeks, it shows “anonymously aggregated”.
• Team flow index: only comparable between two Deep-Check weeks.
• Team SituationFit per dimension: green when a value has moved closer to 0 (better fit); on desktop for all layers.
• Members: Score before and after with Change; new and departed members are marked “new in the team” or “no longer in the team”. Individual weekly check values are not part of the comparison.
• Measures between the two weeks: the entries from the measures log in this period.

If there are fewer than two calculated weeks, “A comparison needs at least two calculated weeks.” appears.

Member view

1. Name and motivation type – The header of the member view names the member and their motivation type. With the close icon (X) you return to the barometer.

2. Traffic light, score and number of dimensions outside the normal range – Shows how far the member’s work situation deviates from their motivation profile, with the same limits 10 and 17 as for the team. If the person has not done a weekly check for some time, a notice without a value appears instead.

3. Priority note – Appears only for persistent strain, i.e. several red weeks in a row or too little recovery, and only if showing individual people is switched on. Below it are the person’s eustress index, strain index and quadrant.

4. SituationFit – Shows per motivation dimension the deviation as a bar from −40 to +40. Positive values mean an under-supplied need, negative values an over-strained one; the normal range is ±15.

5. Multi-layer radar – Lays Motivation profile, Job requirements and Work situation on top of each other. Where the work situation extends beyond the profile, a need is over-strained; where it stays inside, the need falls short.

   

6. SituationFit over time (8 weeks) – Shows the values of the last eight weeks with yellow lines at ±15 and red lines at ±25. This shows you whether a deviation is new or persists.

7. Conversation guide – Prepares the one-to-one conversation with the member. If all values are within the normal range it shows No need for a conversation; with a priority note the guide additionally contains interpretation and measures.

   

8. Micro hint for the member – Shows which short hint the member sees this week on their own situation page, with case and dimension. Only the member sees the wording.

9. Drift indicator (all layers) – Shows how much the person’s SituationFit across all layers has changed compared with the previous week. If the drift is above 6 while the team stays stable, it is marked “Noticeable”. The indicator appears on desktop only.

The member view opens to the right of the barometer. It contains:

• Header: name, motivation type, traffic light with score and, for example, “2 of 6 dimensions outside ±15”. If the person has not done a weekly check for some time, it shows “No response for 3 weeks. Without a weekly check, no value is shown for this person.” instead.
• Priority note: only if showing individual people is switched on (default) and the person is under persistent strain: “Persistent strain: several red weeks in a row or too little recovery. Seek a conversation.” Below it are the person’s eustress index, strain index and quadrant.
• SituationFit: one bar per motivation dimension from −40 to +40. Positive values mean “under-supplied” (the need falls short), negative values “over-strained”; the normal range is ±15.
• Multi-layer radar: Motivation profile, Job requirements and Work situation on top of each other. Where the work situation extends beyond the motivation profile, a need is over-strained; where it stays inside, the need falls short. Without an assigned position, “No position assigned – without job requirements.” appears. On desktop, radars for Implicit motives, Preferences and Focus are added.
• SituationFit over time (8 weeks): the values of the last eight weeks with yellow lines at ±15 (normal range) and red lines at ±25 (critical).
• Conversation guide: If all values are within the normal range, it shows No need for a conversation. For members with a priority note – provided individual people may be shown – the guide contains the sections Motivation (largest deviation with its interpretation), Deeper layer (strongest deviation outside motivation), Measures for the case and, in a Deep-Check week, the Flow diagnosis. For all other members it only names the largest deviation, for example “Largest deviation: Assertion (+14)”.
• Micro hint for the member: which short hint the person sees on their own page this week (case and dimension). Only the member sees the wording.
• Drift indicator (all layers): how much the person’s SituationFit across all layers has changed compared with the previous week. If the drift is above 6 while the team stayed stable, it is marked “Noticeable”. Without a previous week it shows “No previous week to compare with.” The drift indicator appears on desktop only.

The conversation guide supports the one-to-one conversation, for example in a regular meeting. It is not the same as the Interview Guidelines tab of the employee details.

Phone view

1. Team status – Shows the traffic light and team score of the week first on the phone. You reach the other charts via More.

2. Team members – Shows the member bar with traffic light color, trend arrow and largest deviation. Tap a person and their member view opens over the whole screen.

   

3. Recommendations – Names the three most important recommendations of the week in the same order as on desktop. The people named can be clicked and open their member view.

   

4. More – Opens the tabs with all charts, which show only the Motivation layer on the phone. With Back to the overview you return to the overview.

On screens narrower than 768 pixels, the barometer first shows only an overview of team status, member bar and recommendations with the hint “On a phone you see the overview. Charts and details are under “More”.” The tabs behind More show only the Motivation layer; the Layer field, the drift indicator and the additional radars are left out, and Detected trends only gives the number of further trends in the other layers. The member view fills the whole screen.

Functions

Select team and calendar week

The Team Barometer always shows one team and one calendar week; you select both at the top of the page. The team list contains the teams you lead, and administrators see all teams. The selected team also applies on other pages of MatchLytics-Management, for example under Employee, and the link in the barometer email opens the right team directly.

1. Open Team › Team Barometer.
2. Select the team in the Team field.
3. Select the week in the Calendar week field. The current calendar week and the three before it are offered (e.g. CW 40 to CW 37).

After switching teams, the selection returns to the current calendar week. The selection changes no data; it only decides what the page shows.

Calculate now / Recalculate

By default, the system calculates the Team Barometer automatically every Monday at 12:00 (UTC) for the past calendar week, provided the workflow Team-Barometer berechnen und Team-Leads informieren (calculate the Team Barometer and inform team leaders) is switched on in the Controlboard (see Workflows). It evaluates the members’ SituationFit results and weekly checks for this, and the team leaders then receive an email with a link that opens the barometer directly for their team. You can also start the calculation yourself:

1. Select the team and the calendar week.
2. If there is no barometer for the week yet, a message such as “There is no team barometer for CW 40 yet. You can calculate it for this week now.” appears. Click Calculate now.
3. If a barometer already exists, click Recalculate next to the calendar week, for example when more weekly checks have come in.
4. After the calculation, “The team barometer has been calculated.” appears.

If the prerequisites are not met, Team analysis missing or Not enough responses yet appears instead of a barometer.

When you recalculate, the system replaces the previous version of the week; this cannot be undone, but your recorded measures are kept. The manual calculation sends no email.

Open a member

The member view prepares the conversation with a member: it shows where their work situation deviates from their motivation profile and what the conversation can address. It reads the same weekly calculation as the barometer; weekly check values of the person (eustress index, strain index) are shown only for a priority note and with showing individual people switched on.

Click a member’s name in the dashboard, the deep dive, the flow analysis or the comparison. The member view opens on the right; Close (X) closes it. Opening it changes no data.

Next: Regular meetings for the one-to-one conversation

Record measure

The measures log closes the loop of the barometer: you record what you do about a recommendation, and afterwards the system measures how the team’s eustress and strain index develop. The recommendation comes from the calculation of the selected week. The team leader of the team and administrators can record measures.

1. Click Record measure below a recommendation. The Record measure dialog shows the recommendation for orientation.
2. In the What will be done? field, describe in your own words what you will do, e.g. “Meeting load will be reduced”.
3. Tick Visible to the team if all members should see the text. Do not name anyone in the text: every member can read it.
4. Click Save.

The measure appears in the measures log, and the recommendation is marked Accepted. If it is visible to the team, the members see the text with its date anonymously on their page in the Situation tab under “From your last barometer” – for four weeks, without your name and without team values (see From your last barometer). The team does not see the effect of the measure; it only appears in the measures log. The system sends no email. A measure cannot be edited; delete it and record it again instead.

Add measure

Not every measure goes back to a single recommendation, for example a decision after a team conversation. With Add measure you record it in the measures log anyway. Unlike Record measure, the entry does not carry the label Answers a recommendation, and no recommendation is marked Accepted.

1. Click Add measure in the Measures log.
2. Fill in the dialog as described under Record measure and click Save.

The entry is assigned to the week selected at the top. The effect compares this week and the week before it with the two weeks after it.

Delete measure

Deleting removes a measure permanently from the measures log, for example when it no longer applies or was recorded by mistake. A measure that was released to the team also disappears from the From your last barometer box of the members. Whoever may record measures may delete them: the team leader of the team and administrators.

1. In the measures log, click the delete icon (tooltip Delete measure) next to the measure.
2. Confirm the question “Delete this measure from the log? A released message disappears for the team as well.” with Delete.

Deleting cannot be undone, and the system sends no email. A recommendation that counted as Accepted because of this measure appears as open again afterwards.

Compare two weeks

The comparison shows whether the team has improved or worsened between two weeks, and thus whether your measures work. It puts two already calculated weeks of the last eight side by side; weekly check values of individual people are not part of it.

1. Open the Comparison tab.
2. In Week A and Week B, select two of the last eight calculated weeks. Choose two different weeks.
3. Read the changes from the earlier to the later week. Measures between the two weeks shows what was recorded in this period.

The comparison is display only and changes no data.

Next: Measures log

More (phone)

On screens narrower than 768 pixels, the barometer first shows only an overview because the charts have no room there. More opens the same tabs as on desktop, but only with the Motivation layer. Data and permissions stay the same: on a phone as well, only the team leader of the team and administrators see the Team Barometer.

1. Open the Team Barometer on your phone. You see the overview.
2. Tap More to open the tabs with all charts.
3. Tap Back to the overview to return to the overview.

The Record measure button is not available in the overview; you find it under More in the Dashboard tab.

Recommended weekly routine

The weekly routine joins the functions of the Team Barometer into a fixed rhythm for team leaders: the system calculates on Monday, you read, decide and check the effect in the following weeks. It builds on the weekly checks your team fills in (SituationFit and Weekly Check) and on the workflows in the Controlboard that trigger calculation and email (Workflows).

Notes

Use MatchLytics-Management

You can order the product MatchLytics-Management (or request a trial account) at MatchLytics-Management.