Business Context

Asana's Product Analytics team has grown from 12 to 28 people in the last 9 months. The VP of Data says delivery output is still high, but managers report rising burnout risk, slower onboarding, and more unplanned work. Leadership wants a clear, repeatable way to measure whether the team is healthy.

Metric Scenario

In the last quarter, the team shipped 31 projects vs. 29 in the prior quarter, but average weekly after-hours Slack messages rose from 180 to 340, voluntary attrition increased from 4% to 9%, and employee pulse survey favorability fell from 78% to 69%. Average project cycle time increased from 18 to 24 days, while sprint spillover rose from 12% to 21%. The Head of Analytics asks you to define a small set of KPIs that captures team health without over-indexing on output alone.

Requirements

1. Define what "team health" should mean for this analytics organization and propose a primary KPI or scorecard.
2. Identify 3-5 supporting metrics, separating leading indicators from lagging indicators.
3. Explain how you would calculate each metric and what thresholds would trigger concern.
4. Decompose the metrics to diagnose whether issues are driven by workload, morale, process, or retention.
5. Recommend actions leadership should take if the metrics continue to worsen next quarter.

Data Available

• employee_pulse_surveys: employee_id, survey_date, engagement_score, manager_support_score, workload_score, free_text_theme
• hr_roster: employee_id, team, level, manager_id, start_date, termination_date, termination_type
• project_delivery: project_id, owner_id, team, created_date, shipped_date, planned_ship_date, spillover_flag
• slack_activity: employee_id, message_timestamp, channel_type, is_after_hours
• pto_and_hours: employee_id, week_start, pto_days_taken, estimated_hours_worked, oncall_flag