aiox-core 5.0.4 → 5.0.5

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-- [ ] Documentation becoming outdated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.