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5 minutes · no jargon

How healthy is your people system?

Every company runs on a people system, whether you designed it or not. This finds the parts of yours that are about to cost you, and tells you what to fix first.

Twelve questions. An honest read at the end. No theory, no scoring you have to decode.

Answer for how things actually are, not how you wish they were. That's where the value is.

First, the basics

So the read fits your stage, not a generic template.

How big is the team today?

Just founders 2 to 15 16 to 50 51 to 120 More than 120

What's changing in the next 6 to 12 months?

Pick all that apply.

Doubling the team Raising, or heading into due diligence Making our first real hires Bringing in senior or leadership people A merger, carve-out, or restructure No big change, but something feels fragile

Now, the honest part

For each one, pick the answer closest to your reality.

Could a new hire describe how your company makes decisions without asking you?

No. It mostly lives in my head. Roughly. We've talked about it, but nothing's written. Yes. Our principles are clear and people use them.

If two people disagree on what your culture actually values, who's right?

No idea. We've never defined it. We could probably argue it out. We have something written we can point to.

How confident are you that your contracts, equity, and policies would survive due diligence?

Not confident. We moved fast and didn't look back. Some gaps I know about, some I probably don't. Solid. Reviewed and in order.

When something falls between two people, what usually happens?

It gets dropped or lands on me. Someone grabs it, but it's not always clear who should. Ownership is clear. People know their lane.

Almost there

Four more, then your read.

How does it feel to be a new joiner in your company in week one?

They're mostly figuring it out alone. We do something, but it's inconsistent. Deliberate. They feel it and ramp fast.

How do people in your team know if they're doing well?

They don't, really. No real rhythm for it. Ad hoc. When something comes up. Regular feedback and recognition built in.

How many people decisions still run through you personally?

Almost all of them. I'm the bottleneck. More than I'd like. My leaders handle most without me.

If your two most critical people left next month, what happens?

Serious trouble. Too much sits with them. We'd feel it hard, but survive. Knowledge is shared. We'd manage.

Do you have a clear picture of how the org needs to change at your next growth stage?

No. We'll deal with it when we get there. A rough idea, nothing mapped. Yes. We know which roles and layers come next.

If you could fix one people thing before your next hire, what would it be?

Your read

Here's the health of your five systems. Fuller and greener is stronger.

The full breakdown

Want to dig deeper?

If your results look like something worth a real conversation, get in touch. I'll reply by email with how I'd help.

This is a quick read, not a verdict. The real value is in looking at your actual situation together.

Fractional Chief People Officer for startups that are scaling fast and want to keep what made them work.

LinkedIn info@teemup.ch

Transforming Employee Experience Management

© 2026 Carina Hütte · teemup