aiox-core 5.0.2 → 5.0.4

package/pro/squads/design/checklists/design-team-health-checklist.md

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+# design-team-health-checklist
+
+> Team health indicators and warning signs for design organizations, based on Dave Malouf's Three Lenses framework and scaling principles.
+
+## Overview
+
+This checklist helps identify team health issues before they become critical. Use it monthly or quarterly to catch problems early, especially during periods of growth or change.
+
+## How to Use
+
+1. Review each section with your leadership team
+2. Check items that are TRUE warnings (not aspirational)
+3. Any checked warning sign requires investigation
+4. Use the "What to Do" guidance for immediate action
+
+---
+
+## HOW WE WORK - Health Indicators
+
+### Workflow Health
+
+**Green Flags (Healthy)**
+- [ ] Projects complete on or near estimated timelines
+- [ ] Designers know what to work on and why
+- [ ] Reviews happen on schedule with constructive feedback
+- [ ] Handoffs are smooth with few questions
+- [ ] Documentation is up-to-date and useful
+
+**Yellow Flags (Warning)**
+- [ ] Some projects consistently run over timeline
+- [ ] Occasional confusion about priorities
+- [ ] Reviews sometimes delayed or skipped
+- [ ] Handoffs require follow-up clarification
+- [ ] Documentation becoming outdated
+
+**Red Flags (Critical)**
+- [ ] Most projects significantly delayed
+- [ ] Designers unclear on priorities
+- [ ] Reviews rarely happen or are combative
+- [ ] Handoffs frequently rejected or cause rework
+- [ ] No one trusts documentation
+
+**What to Do:**
+| Warning Level | Action |
+|---------------|--------|
+| Yellow | Investigate root causes, add process checkpoints |
+| Red | Stop and fix processes before continuing work |
+
+---
+
+### Tool Health
+
+**Green Flags (Healthy)**
+- [ ] High adoption of standard tools (>90%)
+- [ ] Tools support the workflow well
+- [ ] Design system actively used (>80% component usage)
+- [ ] Integrations working smoothly
+- [ ] Team knows how to use tools effectively
+
+**Yellow Flags (Warning)**
+- [ ] Some designers using non-standard tools
+- [ ] Workarounds needed for tool limitations
+- [ ] Design system usage declining
+- [ ] Integration issues causing friction
+- [ ] Tool training gaps emerging
+
+**Red Flags (Critical)**
+- [ ] Tool fragmentation across team
+- [ ] Major workflow gaps due to tools
+- [ ] Design system abandoned or ignored
+- [ ] Integrations broken
+- [ ] Team frustrated with tools
+
+**What to Do:**
+| Warning Level | Action |
+|---------------|--------|
+| Yellow | Survey team, identify specific issues, plan fixes |
+| Red | Conduct tool audit (see `design-tooling-audit.md`) |
+
+---
+
+### Collaboration Health
+
+**Green Flags (Healthy)**
+- [ ] Regular touchpoints with eng/PM/stakeholders
+- [ ] Cross-functional partners satisfied with design
+- [ ] Feedback is timely and constructive
+- [ ] Decisions happen efficiently
+- [ ] Trust between design and partners
+
+**Yellow Flags (Warning)**
+- [ ] Some friction with specific teams
+- [ ] Occasional delayed feedback
+- [ ] Decisions sometimes unclear
+- [ ] Some relationship strain
+
+**Red Flags (Critical)**
+- [ ] Design seen as bottleneck
+- [ ] Chronic conflict with partners
+- [ ] Feedback loops broken
+- [ ] Decisions circumvent design
+- [ ] Trust has broken down
+
+**What to Do:**
+| Warning Level | Action |
+|---------------|--------|
+| Yellow | Strengthen rituals, improve communication |
+| Red | Stakeholder reset meetings, rebuild relationships |
+
+---
+
+## HOW WE GROW - Health Indicators
+
+### Hiring Health
+
+**Green Flags (Healthy)**
+- [ ] Attracting qualified candidates
+- [ ] Interview process efficient (<45 days)
+- [ ] High offer acceptance rate (>80%)
+- [ ] Diverse candidate pipeline
+- [ ] Positive candidate experience
+
+**Yellow Flags (Warning)**
+- [ ] Candidate quality declining
+- [ ] Hiring taking longer (45-60 days)
+- [ ] Some offer rejections
+- [ ] Diversity gaps emerging
+- [ ] Some candidate complaints
+
+**Red Flags (Critical)**
+- [ ] Can't find qualified candidates
+- [ ] Hiring significantly delayed (>60 days)
+- [ ] Most offers rejected
+- [ ] No diversity in candidates
+- [ ] Poor employer reputation
+
+**What to Do:**
+| Warning Level | Action |
+|---------------|--------|
+| Yellow | Review employer brand, optimize interview process |
+| Red | Major recruiting strategy overhaul needed |
+
+---
+
+### Onboarding Health
+
+**Green Flags (Healthy)**
+- [ ] New hires productive within 90 days
+- [ ] High onboarding satisfaction
+- [ ] New hires feel welcomed
+- [ ] Low early attrition (<10% in first year)
+- [ ] New hires become contributors
+
+**Yellow Flags (Warning)**
+- [ ] Some new hires struggling longer
+- [ ] Mixed onboarding feedback
+- [ ] Integration taking longer
+- [ ] Some early departures
+- [ ] New hires seem lost
+
+**Red Flags (Critical)**
+- [ ] New hires not becoming productive
+- [ ] Poor onboarding experience
+- [ ] New hires feel unsupported
+- [ ] High early attrition (>20%)
+- [ ] "Sink or swim" culture
+
+**What to Do:**
+| Warning Level | Action |
+|---------------|--------|
+| Yellow | Gather feedback, strengthen program |
+| Red | Redesign onboarding program immediately |
+
+---
+
+### Career Development Health
+
+**Green Flags (Healthy)**
+- [ ] Clear career paths understood
+- [ ] Regular growth conversations
+- [ ] Internal promotions common (>50%)
+- [ ] Skills development happening
+- [ ] Career satisfaction high
+
+**Yellow Flags (Warning)**
+- [ ] Career path clarity declining
+- [ ] Growth conversations inconsistent
+- [ ] Some external hiring for senior roles
+- [ ] Learning happening sporadically
+- [ ] Some career frustration
+
+**Red Flags (Critical)**
+- [ ] No clear career paths
+- [ ] No growth conversations
+- [ ] Most senior roles filled externally
+- [ ] No learning or development
+- [ ] Career frustration widespread
+
+**What to Do:**
+| Warning Level | Action |
+|---------------|--------|
+| Yellow | Reinforce career ladder, train managers |
+| Red | Build or rebuild career framework |
+
+---
+
+### Retention Health
+
+**Green Flags (Healthy)**
+- [ ] High retention (>85% annual)
+- [ ] Departures are for positive reasons
+- [ ] Exit feedback is constructive
+- [ ] Strong alumni network
+- [ ] Team stability
+
+**Yellow Flags (Warning)**
+- [ ] Retention starting to decline (75-85%)
+- [ ] Some unexpected departures
+- [ ] Exit interviews show patterns
+- [ ] Key people considering leaving
+- [ ] Some instability
+
+**Red Flags (Critical)**
+- [ ] High turnover (<75% annual)
+- [ ] Critical people leaving
+- [ ] Exit interviews show systemic issues
+- [ ] Recruitment can't keep up
+- [ ] Team in flux
+
+**What to Do:**
+| Warning Level | Action |
+|---------------|--------|
+| Yellow | Stay interviews, address feedback |
+| Red | Emergency retention actions, root cause analysis |
+
+---
+
+## HOW WE THRIVE - Health Indicators
+
+### Culture Health
+
+**Green Flags (Healthy)**
+- [ ] Values lived in daily work
+- [ ] High psychological safety
+- [ ] Healthy feedback culture
+- [ ] Recognition regular and meaningful
+- [ ] Inclusive environment
+
+**Yellow Flags (Warning)**
+- [ ] Values sometimes ignored
+- [ ] Some fear of speaking up
+- [ ] Feedback inconsistent
+- [ ] Recognition sporadic
+- [ ] Some inclusion concerns
+
+**Red Flags (Critical)**
+- [ ] Values not reflected in behavior
+- [ ] Low psychological safety
+- [ ] Toxic feedback culture
+- [ ] No recognition
+- [ ] Exclusion experienced
+
+**What to Do:**
+| Warning Level | Action |
+|---------------|--------|
+| Yellow | Culture survey, leadership modeling |
+| Red | Culture intervention, possibly external help |
+
+---
+
+### Community Health
+
+**Green Flags (Healthy)**
+- [ ] Active design community participation
+- [ ] Regular knowledge sharing
+- [ ] Cross-team collaboration
+- [ ] Designers feel connected
+- [ ] Community adds value
+
+**Yellow Flags (Warning)**
+- [ ] Participation declining
+- [ ] Knowledge sharing sporadic
+- [ ] Some team silos forming
+- [ ] Some designers isolated
+- [ ] Community events less attended
+
+**Red Flags (Critical)**
+- [ ] No community participation
+- [ ] Knowledge hoarding
+- [ ] Strong silos between teams
+- [ ] Designers feel isolated
+- [ ] Community disbanded
+
+**What to Do:**
+| Warning Level | Action |
+|---------------|--------|
+| Yellow | Reinvigorate community, new programs |
+| Red | Rebuild community from scratch |
+
+---
+
+### Well-being Health
+
+**Green Flags (Healthy)**
+- [ ] Sustainable workloads
+- [ ] Work-life balance supported
+- [ ] Low stress levels
+- [ ] Mental health resources available
+- [ ] Energy and enthusiasm high
+
+**Yellow Flags (Warning)**
+- [ ] Some crunch periods
+- [ ] Work-life balance strained
+- [ ] Stress levels rising
+- [ ] Some burnout signs
+- [ ] Energy declining
+
+**Red Flags (Critical)**
+- [ ] Chronic overwork
+- [ ] No work-life balance
+- [ ] High stress across team
+- [ ] Multiple burnout cases
+- [ ] Exhaustion and cynicism
+
+**What to Do:**
+| Warning Level | Action |
+|---------------|--------|
+| Yellow | Workload audit, manager support |
+| Red | Immediate intervention, reduce scope, add resources |
+
+---
+
+### Advocacy Health
+
+**Green Flags (Healthy)**
+- [ ] Design has executive visibility
+- [ ] Design involved in strategic decisions
+- [ ] Cross-functional partners value design
+- [ ] Design influence recognized
+- [ ] Budget and resources appropriate
+
+**Yellow Flags (Warning)**
+- [ ] Design visibility declining
+- [ ] Some decisions bypass design
+- [ ] Partner appreciation mixed
+- [ ] Influence questioned
+- [ ] Resource constraints emerging
+
+**Red Flags (Critical)**
+- [ ] Design invisible to leadership
+- [ ] Design excluded from decisions
+- [ ] Partners don't value design
+- [ ] No influence on direction
+- [ ] Severe resource constraints
+
+**What to Do:**
+| Warning Level | Action |
+|---------------|--------|
+| Yellow | Stakeholder engagement, value communication |
+| Red | Leadership advocacy, external validation |
+
+---
+
+## SCALING-SPECIFIC WARNING SIGNS
+
+### Warning Signs During Growth (5-15 designers)
+
+- [ ] Original processes no longer scaling
+- [ ] Tribal knowledge becoming problematic
+- [ ] Culture starting to fragment
+- [ ] Inconsistent practices emerging
+- [ ] First managers struggling
+
+**What to Do:** Formalize processes, document everything, invest in management
+
+### Warning Signs During Scaling (15-50 designers)
+
+- [ ] Communication breaking down
+- [ ] Duplicated efforts across teams
+- [ ] Quality becoming inconsistent
+- [ ] Managers overwhelmed
+- [ ] Design system fragmentation
+
+**What to Do:** Add coordination roles, strengthen governance, scale rituals
+
+### Warning Signs at Scale (50+ designers)
+
+- [ ] Bureaucracy creeping in
+- [ ] Innovation slowing
+- [ ] Top talent leaving for smaller orgs
+- [ ] Local teams diverging
+- [ ] Global alignment failing
+
+**What to Do:** Reduce overhead, increase autonomy, simplify processes
+
+---
+
+## MONTHLY HEALTH CHECK TEMPLATE
+
+```markdown
+## Design Team Health Check - [Month/Year]
+
+### Summary Dashboard
+
+| Area | Status | Trend | Notes |
+|------|--------|-------|-------|
+| How We Work | [🟢/🟡/🔴] | [↑/→/↓] | [notes] |
+| How We Grow | [🟢/🟡/🔴] | [↑/→/↓] | [notes] |
+| How We Thrive | [🟢/🟡/🔴] | [↑/→/↓] | [notes] |
+
+### Red Flags This Month
+1. [Flag]: [Status/Action]
+2. [Flag]: [Status/Action]
+
+### Yellow Flags to Watch
+1. [Flag]: [Monitoring plan]
+2. [Flag]: [Monitoring plan]
+
+### Improvements Made
+1. [Improvement]: [Impact]
+2. [Improvement]: [Impact]
+
+### Focus for Next Month
+1. [Focus area]
+2. [Focus area]
+```
+
+---
+
+## QUICK REFERENCE: CRITICAL WARNING SIGNS
+
+These always require immediate attention:
+
+| Category | Critical Warning | Immediate Action |
+|----------|-----------------|------------------|
+| Retention | Key people leaving | Stay interviews, retention offers |
+| Well-being | Burnout cases | Reduce load immediately |
+| Culture | Psychological safety failing | Leadership intervention |
+| Quality | Consistent failures | Stop and fix processes |
+| Collaboration | Trust breakdown | Relationship reset |
+
+---
+
+## NOTES
+
+> "Culture is fragile at scale - intentionality is required." - Dave Malouf
+
+Use this checklist:
+- Monthly for growing teams
+- Quarterly for stable teams
+- After any major change (reorg, leadership change, etc.)
+- When something "feels off"
+
+Prevention is easier than repair. Catch yellow flags before they turn red.