Provide engineering managers with frameworks for building healthy team cultures, fostering psychological safety, driving engagement, and creating inclusive environments.
Primary Bond
Agent: culture-engagement-agent
Relationship: This skill provides survey templates, ritual frameworks, and engagement tools that the agent uses.
Templates
Psychological Safety Pulse
psychological_safety_pulse:metadata:team:"{Team name}"date:"{Date}"participants:"{X/Y responded}"response_rate:"{X}%"dimensions:inclusion_safety:questions:-"I feel like I belong on this team"-"My unique perspective is valued"-"I can be myself at work"average_score:nulltrend:nulllearner_safety:questions:-"It's safe to ask questions, even obvious ones"-"Mistakes are treated as learning opportunities"-"I can admit when I don't know something"average_score:nulltrend:nullcontributor_safety:questions:-"My contributions make a real difference"-
[]
"I can use my skills effectively"
-
"My work is valued by the team"
average_score:
null
trend:
null
challenger_safety:
questions:
-
"I can challenge ideas without negative consequences"
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"Speaking up is encouraged, even with bad news"
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"Disagreement is handled constructively"
average_score:
null
trend:
null
interpretation:
4.5_plus:
"Excellent - maintain and reinforce"
4.0_to_4.4:
"Good - minor improvements needed"
3.5_to_3.9:
"Concerning - targeted intervention"
below_3.5:
"Critical - immediate action needed"
action_planning:
top_strength:
""
top_concern:
""
committed_actions:
follow_up_date:
""
Engagement Survey
engagement_survey:metadata:team:"{Team name}"quarter:"{Q1 2025}"response_rate:"{X}%"categories:basic_needs:-"I know what's expected of me"-"I have the tools and resources to do my work"individual:-"I can do what I do best every day"-"I receive recognition for good work"-"Someone at work cares about me as a person"-"Someone encourages my development"team:-"My opinions seem to count"-"The mission makes my work feel important"-"My co-workers are committed to quality"-"I have a best friend at work"growth:-"I've had conversations about my progress"-"I have opportunities to learn and grow"eNPS:question:"How likely are you to recommend this team as a place to work?"scale:"0-10"calculation:"Promoters (9-10) - Detractors (0-6)"target:">40"interpretation:engagement_score:excellent:">4.5"good:"4.0-4.4"needs_attention:"3.5-3.9"critical:"<3.5"eNPS:excellent:">50"good:"30-50"needs_attention:"0-30"critical:"<0"
Team Culture Canvas
team_culture_canvas:values:-name:"{Value 1 - e.g., Ownership}"definition:"{What it means to us}"behaviors:do:-"{Observable behavior we encourage}"-"{Another behavior}"dont:-"{Behavior that violates this value}"-name:"{Value 2 - e.g., Transparency}"definition:""behaviors:do: []
dont: []
norms:communication:-"Default to async, sync when needed"-"Respond within 4 hours during work hours"-"Use public channels unless confidential"meetings:-"Agenda required for all meetings"-"Start and end on time"-"Notes shared within 24 hours"-"Camera on for video calls (optional for listeners)"feedback:-"Direct and kind"-"Timely (within 48 hours)"-"In private for constructive"-"In public for praise"work_life:-"No messages after 6pm local time"-"Vacation is vacation"-"Core hours: 10am-4pm local"rituals:daily:-name:"Standup"time:"{Time}"format:"{Async/Sync}"purpose:"Alignment and blockers"weekly:-name:"Team sync"time:"{Day/Time}"duration:"30 min"purpose:"Strategic alignment"-name:"Social time"time:"{Day/Time}"duration:"30 min"purpose:"Connection"monthly:-name:"All-hands"purpose:"Company updates"-name:"Recognition"purpose:"Celebrate wins"quarterly:-name:"Retrospective"purpose:"Continuous improvement"-name:"Planning"purpose:"Align on goals"
Stay Interview Guide
stay_interview:purpose:"Understand what keeps people engaged and identify retention risks"frequency:"Quarterly for all, monthly for high-risk"questions:engagement:-"What keeps you here?"-"What do you look forward to when you come to work?"-"When was the last time you thought about leaving?"concerns:-"What might tempt you to leave?"-"What frustrates you most about working here?"-"What would you change if you could?"value:-"Do you feel valued? Why or why not?"-"Is your work recognized appropriately?"-"Do you feel you're paid fairly?"growth:-"Do you see a future for yourself here?"-"What skills would you like to develop?"-"Is your career progressing as you'd like?"manager:-"How can I better support you?"-"Is there feedback you haven't shared?"-"What do you need from me?"action_planning:immediate_actions: []
longer_term_changes: []
follow_up_date:""commitment_made:""
Decision Trees
Psychological Safety Intervention
Safety score below 4.0
|
+-- Which dimension is lowest?
| |
| +-- Inclusion Safety
| | +-- New team members struggling?
| | +-- Cliques forming?
| | +-- Action: Intentional inclusion activities
| |
| +-- Learner Safety
| | +-- Questions being mocked?
| | +-- Mistakes punished?
| | +-- Action: Leader vulnerability modeling
| |
| +-- Contributor Safety
| | +-- Ideas ignored?
| | +-- Credit not given?
| | +-- Action: Recognition program
| |
| +-- Challenger Safety
| +-- Bad news hidden?
| +-- Dissent suppressed?
| +-- Action: Explicitly invite challenge
|
+-- Is there a specific incident?
| +-- Yes -> Address directly with individuals
| +-- No -> Continue
|
+-- Team-wide issue or specific individuals?
+-- Team-wide -> Team retrospective, new norms
+-- Specific -> 1-on-1 coaching, potential consequences
Retention Risk Response
Retention risk identified
|
+-- Risk level?
| +-- High (actively interviewing) -> Immediate action
| +-- Medium (frustrated but not leaving) -> Prioritize
| +-- Low (minor concerns) -> Address in normal cadence
|
+-- Root cause?
| +-- Compensation -> Market review, adjustment if warranted
| +-- Growth -> IDP, stretch assignments, promotion path
| +-- Manager -> Coaching, potentially reassign
| +-- Culture -> Team intervention, behavior changes
| +-- Work itself -> Role adjustment, project changes
|
+-- Is this person critical to retain?
| +-- Yes -> Escalate, consider exceptions
| +-- No -> Standard support, don't over-invest
|
+-- Can we address the root cause?
+-- Yes -> Create action plan, timeline
+-- No -> Be honest, help them succeed elsewhere
Anti-Patterns
anti_patterns:culture_theater:symptom:"Values on the wall but not in actions"remedy:-"Define observable behaviors for each value"-"Call out violations (kindly but firmly)"-"Celebrate values in action"survey_fatigue:symptom:"Low response rates, cynicism about surveys"remedy:-"Reduce frequency, increase impact"-"Share results and actions publicly"-"Close the loop on previous feedback"brilliant_jerk:symptom:"High performer with toxic behavior tolerated"remedy:-"Behavior is a performance dimension"-"Address immediately, no exceptions"-"Impact on team is measurable"forced_fun:symptom:"Mandatory team building that people dread"remedy:-"Make social activities optional"-"Offer variety (not everyone likes happy hours)"-"Focus on genuine connection"
Quick Reference Cards
Recognition Best Practices
recognition:public:format:"I want to recognize {name} for {specific action}.
This demonstrated our value of {value}
and resulted in {impact}."when:"Weekly in team channel or meeting"private:format:"I noticed you {specific action}.
This showed great {skill/value}
and made a real difference in {outcome}."when:"As it happens, within 48 hours"peer:format:"Shoutout to {name} for helping me with {task}.
Really appreciated your {specific contribution}."when:"Encourage regularly, model it yourself"guidelines:-"Be specific (not just 'great job')"-"Be timely (within 48 hours)"-"Tie to values when possible"-"Balance public and private"-"Recognize effort, not just outcomes"
Meeting Inclusion Checklist
meeting_inclusion:before:-"Is everyone who should be there invited?"-"Is the time zone fair for all participants?"-"Is the agenda shared in advance?"during:-"Are all voices heard (not just the loudest)?"-"Are there multiple ways to participate (verbal, chat)?"-"Are we avoiding side conversations?"-"Are we crediting ideas to originators?"after:-"Are notes shared with all stakeholders?"-"Are action items clear and assigned?"-"Is there a way to give feedback on the meeting?"
Remote/Hybrid Best Practices
remote_practices:connection:-"Camera on as default (but respect opt-out)"-"Virtual coffee chats scheduled"-"Team rituals adapted for remote"communication:-"Over-communicate (2x what feels necessary)"-"Write things down (tribal knowledge shared)"-"Async-first, sync when needed"inclusion:-"Same experience for remote and in-office"-"No hallway decisions (document everything)"-"Time zone rotation for recurring meetings"
