Team Building Survey Template
This team building survey template asks participants what a session helped them understand and what they can use at work. Review the activity’s purpose, opportunities to contribute, and practical next steps.
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Team Building Survey
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This team building survey template asks participants what a session helped them understand and what they can use at work. Review the activity’s purpose, opportunities to contribute, and practical next steps.
An enjoyable activity and a useful team conversation are not necessarily the same thing. This SurveyLegend questionnaire helps you evaluate the session against its purpose while making room for different participant experiences.
When to use this survey
Send it soon after the named session, then use a later check-in to see whether agreed actions happened. Explain whether the session focused on roles, shared goals, problem solving or relationships. For remote teams, consider how team collaboration tools support the follow-up work rather than treating a one-time activity as the whole solution.
7 questions for your team building survey
Think about the team-building session named in your invitation. All questions are optional. Please focus on the activities and working arrangements, without naming colleagues.
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Team Building Survey
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Customize your team building survey
State the session’s actual goal before collecting feedback. Do not assume everyone enjoys competitive, physical or public-speaking activities. Offer a private response route and explain who reads the comments. If asking about accessibility, request useful arrangements through an appropriate separate process rather than asking respondents to disclose diagnoses.
Printable team building survey
Give participants a blank copy they can return privately after the session. Keep the same activity name and questions used online. Do not ask a facilitator to identify who wrote a critical comment.
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How to use the answers
Compare relevance, contribution and next-step clarity instead of combining them into a success score. Organize open-ended data around actions the team could try. Revisit those actions later; an immediate intention to use something is not evidence that teamwork or performance improved.
Klein and colleagues’ 2009 meta-analysis examined team-building components including “goal setting, interpersonal relations, problem solving, and role clarification”. The team building research supports specifying what a session is intended to address. Its findings do not show that any single activity will work, and this original feedback form does not reproduce a validated measure from the research.
Frequently asked questions
Should the survey ask whether the session was fun?
You can add that if enjoyment was an explicit goal. Keep it separate from whether the session clarified roles, goals or a useful next action.
Can this measure team performance?
No. It records participants’ immediate feedback. Assess later work outcomes using suitable evidence and a separate process.
When should there be a follow-up?
Choose a point after the team has had a realistic chance to try its agreed actions. Ask what happened, not simply whether people still remember the session.
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