---
aliases: ["Team NPS"]
Is A: Measure
Belongs to: "[[responsibility-team-management]]"
Unit: "score (1-10)"
---
# Team NPS

Team NPS (Net Promoter Score) is a simplified satisfaction metric that captures how team members feel about working on the project. It is the primary people metric for [[responsibility-team-management]] and serves as an early warning system for disengagement, burnout, or cultural issues. In a small team where each contributor's motivation directly impacts output quality, keeping team satisfaction high is not a nice-to-have but a business requirement.

The metric is adapted from the traditional NPS framework: instead of "Would you recommend this product?", the question is "How satisfied are you working on this project this month?" scored from 1-10.

## How it's tracked

Collected monthly via a brief anonymous survey sent to all team members (currently [[person-matteo-cellini]] and [[person-paco-furiani]]). The survey includes the 1-10 satisfaction score plus an optional free-text comment field. The monthly average score is logged in the tracking spreadsheet. Free-text comments are reviewed by [[person-luca-rossi]] but not stored in the spreadsheet to maintain anonymity.

## Targets

- **Minimum**: 7.0. Below this for any individual month requires a direct conversation to understand the root cause.
- **Target**: 8.0-9.0. This range indicates a healthy, motivated team that feels valued and appropriately challenged.
- **Stretch**: 9.5+. Occasional peaks here after a successful launch or milestone are natural. Sustained 9.5+ may indicate the survey is not being answered honestly.

## Notes

- With a team of 2-3 people, anonymity is limited. Acknowledge this openly and emphasize that the goal is to surface issues early, not to evaluate individuals.
- Declining NPS over 2-3 months is a stronger signal than any single month's score. People tolerate short-term stress but erode under sustained pressure.
- Common drivers of low scores: unclear priorities, scope creep, feeling overloaded, lack of recognition. Common drivers of high scores: clear goals, ownership of outcomes, shipping visible work, being heard.
- Track alongside [[measure-task-completion-rate]]. A high completion rate combined with declining NPS suggests the team is hitting targets at the expense of their wellbeing. This is unsustainable.
- Use the monthly score as a conversation starter in 1:1s, not as a judgment. The number is less important than the trend and the discussion it generates.
