Step-by-step guides for getting started, facilitating with your team, and building a culture of continuous wellness. No certification required.
Free and open — part of the Better Together Framework
Your first run of the Better Together Framework in 5 steps
The framework works with any team size, but start small. The minimum viable group is 3–8 people — enough to spot patterns, small enough that everyone participates. Any level works: a product squad, an ops team, or a leadership group.
No need to wait for perfect conditions. A pilot with your immediate team is better than a company-wide rollout you never launch.Have each team member complete the 5-radar self-assessment on the homepage. It takes under 2 minutes. Each person rates their own experience on the 5 dimensions: Burnout, Psychological Safety, Goals Clarity, Productivity, and Work-Life Balance.
Do this async, individually, and before any group discussion. You want honest signals, not social desirability.Aggregate the scores in a simple spreadsheet (average per radar). Then interpret them:
Burnout — scores below 6/10 are early warning signs. Don't wait for people to hit zero.
Psych Safety — below 7/10 means your team is holding back ideas and concerns.
Goals Clarity — below 6/10 means people don't know what winning looks like.
Productivity — low scores often trace back to unresolved burnout or unclear goals.
Work-Life Balance — chronic imbalance is a leading indicator of future burnout.
For each radar that scores below your threshold, define exactly one concrete action. Not a list of initiatives — one action. This is the most common mistake: teams identify 10 things to improve and execute zero.
Examples of good actions:
— Burnout low: cancel one recurring meeting this week
— Psych Safety low: start next sprint retro with "one thing I'm afraid to say"
— Goals low: rewrite the team's quarterly objective in one sentence everyone agrees on
The framework only works in cycles. A single snapshot tells you where you are. The second snapshot tells you if you're moving. Run the self-assessment again 30 days after your first one, compare the scores radar by radar, and adjust the action for any dimension that didn't move.
Over time, you'll build a continuous signal: when a radar dips, you catch it early — before it becomes a resignation or a conflict.
30 days is the minimum viable cycle. Many teams run it bi-weekly once they're comfortable. The consistency matters more than the frequency.These are in progress. Follow along on Twitter for updates.
How to run a team session around the results. What to say, how to handle defensiveness, how to turn scores into team conversation without making it personal.
A 90-day program for embedding the framework into your team's operating rhythm. From first run to quarterly review to leadership buy-in.
Running this manually takes time every month. Tribu automates the pulse collection, aggregation, and reporting — directly in Slack. Your team answers 2 questions per day, and you see the radar trends in real time.