Deep Dive Sample Survey

Scored Questions

All scored questions use a 1–5 scale:
1 = Strongly disagree
5 = Strongly agree

Section 1: Psychological Safety (Core)

1. I feel safe to speak up with ideas or concerns.
2. I can raise difficult topics without fear of negative consequences.
3. Mistakes are treated as learning opportunities rather than failures.
4. I feel comfortable sharing early or incomplete work.
5. I can ask for help without worrying about judgement.
6. People listen when I speak, even if they disagree.
7. I feel respected by colleagues regardless of role or seniority.
8. I feel able to challenge decisions or assumptions constructively.

Section 2: Communication & Collaboration

9. Conversations in my team include a balanced range of voices.
10. Information is shared early and transparently.
11. We communicate openly about risks, issues, and uncertainties.
12. We collaborate effectively across roles and responsibilities.
13. We maintain healthy boundaries that support focus and clarity.
14. We negotiate responsibilities fairly when boundaries overlap.
15. We follow through on commitments reliably.
16. We check in on each other’s wellbeing and workload.

Section 3: Conflict & Resolution

17. Disagreements are handled respectfully and productively.
18. Conflicts are surfaced early rather than avoided.
19. Conflicts are resolved in a timely and constructive way.
20. I feel safe expressing a different perspective.
21. When tension arises, we address it rather than ignore it.
22. We avoid blame and focus on learning when things go wrong.
23. People do not withdraw or go silent during conflict.
24. We have clear ways to escalate issues when needed.

Section 4: Trust & Interpersonal Dynamics

25. I trust my colleagues to act with integrity.
26. I trust my colleagues to support me when I need help.
27. I feel confident that others will follow through on their commitments.
28. I experience positive micro‑interactions (check‑ins, appreciation, support).
29. I feel comfortable being myself at work.
30. I believe my voice matters in team decisions.
31. I feel included in discussions that affect my work.
32. I feel psychologically available and able to engage fully.

Section 5: Structured Empathy Practices

33. We take time to understand each other’s perspectives.
34. We express needs clearly and respectfully.
35. We explore assumptions rather than acting on them.
36. We negotiate boundaries transparently and fairly.
37. We surface risks or tensions early.
38. We use rituals (check‑ins, appreciations, structured conversations) consistently.
39. We reflect on how we work together, not just what we deliver.
40. We adapt our behaviours based on feedback and reflection.

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Open Questions

• What helps you feel safe to speak up in your team or organisation
• What reduces your sense of psychological safety
• What behaviours build trust for you
• What behaviours undermine trust
• What types of conflict feel hardest to raise
• What would help your team surface risks or tensions earlier
• What would help improve collaboration across boundaries
• What is one behaviour your team could adopt that would improve safety
• What is one behaviour your team could stop that would improve safety
• What is the most important improvement the organisation could make to strengthen psychological safety

Return to the Measurement Methods page.