Mad Sad Glad Retrospective: Template & Facilitation Guide

The Mad Sad Glad retrospective focuses on emotions first, then solutions. By giving team members space to express how they feel about the sprint, you surface issues that purely process-focused retrospectives might miss. It’s particularly powerful after challenging sprints when the team needs to decompress before problem-solving.

This guide walks you through running an effective Mad Sad Glad retrospective, including when to use it, how to facilitate it, and tips for handling emotional discussions.

What Is the Mad Sad Glad Retrospective?

Mad Sad Glad is an emotion-centered retrospective format that organizes feedback into three feeling-based categories:

Category	Emotion	What It Captures
Mad 😠	Anger, frustration	Things that frustrated or angered the team
Sad 😢	Disappointment, loss	Things that disappointed or discouraged the team
Glad 😊	Joy, satisfaction	Things that made the team happy or proud

By starting with emotions rather than processes, Mad Sad Glad helps teams:

Acknowledge feelings before jumping to solutions
Surface hidden frustrations that might not emerge in other formats
Build empathy by hearing how teammates feel
Process difficult experiences as a group

Why Emotions Matter in Retrospectives

Many retrospective formats focus on processes and actions: “What should we start doing? Stop doing?” While valuable, this approach can miss the emotional undercurrent affecting team performance.

Research shows:

Teams with higher emotional intelligence perform better
Unexpressed frustration leads to disengagement
Positive emotions boost creativity and collaboration
Psychological safety requires space for emotional expression — and Google’s Project Aristotle found psychological safety is the #1 factor in team effectiveness

Mad Sad Glad creates that space intentionally.

The Three Categories Explained

Mad: What Frustrated or Angered Us? 😠

The Mad category captures frustrations, anger, and irritations from the sprint.

What belongs here:

Blockers that slowed progress
Broken processes that caused pain
External factors that frustrated the team
Repeated issues that haven’t been fixed
Communication breakdowns

Examples:

“Mad that requirements changed mid-sprint without discussion”
“Mad about the 3-day wait for code review”
“Mad that the deployment pipeline broke twice”
“Mad that our concerns about the deadline were ignored”
“Mad about constant context-switching between projects”

Why it matters: Unvoiced frustration builds resentment. Naming it explicitly allows the team to address root causes.

Sad: What Disappointed or Discouraged Us? 😢

The Sad category captures disappointment, loss, and discouragement.

What belongs here:

Missed goals or deadlines
Team member departures
Features that didn’t work out
Lost opportunities
Compromises that hurt quality

Examples:

“Sad we couldn’t ship the feature we were excited about”
“Sad that Alex is leaving the team next month”
“Sad we had to cut corners to meet the deadline”
“Sad about the negative user feedback on our release”
“Sad that our hard work on the integration was scrapped”

How it differs from Mad:

Mad = Active frustration, often at something/someone
Sad = Disappointment, grief, loss—more passive emotion

Glad: What Made Us Happy or Proud? 😊

The Glad category captures positive emotions, wins, and things to celebrate.

What belongs here:

Achievements and successes
Positive team moments
Things that went well
Personal growth and learning
Appreciation for teammates

Examples:

“Glad we shipped on time despite the challenges”
“Glad the team pulled together during the outage”
“Glad I finally understood the authentication flow”
“Glad for Sarah’s mentorship on the database design”
“Glad our refactoring reduced load times by 40%”

Why it matters: Celebrating wins builds morale and helps team members feel valued. Don’t skip or rush through Glad!

When to Use Mad Sad Glad

Mad Sad Glad is particularly effective in these situations:

Situation	Why It Works
After a difficult sprint	Gives space to process negative emotions
Team conflict or tension	Surfaces underlying feelings safely
After team changes	Processes feelings about departures/arrivals
When morale is low	Validates emotions before problem-solving
After a major failure	Allows grief before moving forward
Team seems emotionally exhausted	Acknowledges the human side of work

When to Choose Other Formats

Need quick actions: Use Start Stop Continue
Focus on learning: Use 4Ls Retrospective
Normal sprint, no strong emotions: Variety of other formats
Need visual metaphor: Use Sailboat

How to Run a Mad Sad Glad Retrospective

Before the Meeting

Preparation:

Schedule 45-60 minutes (emotional discussions need time)
Prepare board with three columns and emoji headers
Review previous retrospective action items
Consider the sprint context—was it particularly challenging?
Prepare yourself to facilitate emotional conversations

Step-by-Step Facilitation

Step 1: Set the Stage (5-7 minutes)

This is especially important for Mad Sad Glad because you’re asking people to share feelings.

Welcome and explain:

“Today we’re doing a Mad Sad Glad retrospective. We’re going to explore how we feel about the sprint—what made us frustrated, disappointed, or happy. This helps us address not just process issues but also team health.

Remember: all feelings are valid. We’re not here to judge anyone’s emotions or tell people they shouldn’t feel a certain way. We focus on situations and processes, not individuals.”

Read the Prime Directive (recommended for this format):

“Regardless of what we discover, we understand and truly believe that everyone did the best job they could, given what they knew at the time, their skills and abilities, the resources available, and the situation at hand.”

Optional: Run a brief check-in or icebreaker to warm up the group.

Step 2: Silent Brainstorming (10 minutes)

Have everyone write items silently and independently:

One item per sticky note
At least 1 item per category
Brief descriptions are fine—you’ll explain when sharing

Facilitator tip: Play soft background music to reduce awkward silence during writing.

💡 Use RetroFlow for anonymous input—critical for honest emotional sharing. Completely free, no signup required.

Go through each category one at a time. Recommended order: Mad → Sad → Glad

This order:

Gets difficult emotions out first
Moves toward positivity
Ends on a high note

For each category:

Each person reads their items aloud
Brief clarification if needed
Place on the board and cluster similar items
Acknowledge the emotion: “Thank you for sharing that”

Facilitator guidelines during sharing:

Don’t problem-solve yet—just listen and acknowledge
Validate emotions: “I can see why that would be frustrating”
Watch for patterns across team members
Don’t let one person dominate

Step 4: Discuss and Explore (10-15 minutes)

After all items are shared, discuss the themes:

Questions to ask:

“I notice several people felt [mad/sad] about X. Can we explore that more?”
“What’s underlying this frustration?”
“What would need to change for this sadness to become gladness?”
“How can we have more of what made us glad?”

Important: Focus on understanding, not immediately jumping to solutions.

Step 5: Create Action Items (5-10 minutes)

Convert insights into 1-3 concrete actions:

Emotion	Discussion	Action Item
Mad about requirement changes	PM feels pressured by stakeholders	Schedule mid-sprint check-in with PM; establish change request process
Sad about missed deadline	Team was overcommitted	Reduce next sprint scope by 20%; revisit estimation process
Glad about pair programming	Team wants more	Schedule 3 pairing sessions next sprint

Remember: Not every emotion needs an action. Sometimes acknowledgment is enough.

Step 6: Close (5 minutes)

Summarize action items and owners
Thank the team for emotional openness
Acknowledge that sharing feelings takes courage
End on the Glad items—revisit what went well

Mad Sad Glad Template

┌───────────────────────────────────────────────────────────────────────┐
│                      MAD SAD GLAD RETROSPECTIVE                       │
├───────────────────────┬───────────────────────┬───────────────────────┤
│         MAD 😠        │         SAD 😢        │        GLAD 😊        │
│                       │                       │                       │
│   What frustrated     │   What disappointed   │   What made us        │
│   or angered us?      │   or discouraged us?  │   happy or proud?     │
│                       │                       │                       │
│                       │                       │                       │
│                       │                       │                       │
│                       │                       │                       │
│                       │                       │                       │
│                       │                       │                       │
│                       │                       │                       │
│                       │                       │                       │
└───────────────────────┴───────────────────────┴───────────────────────┘

ACTION ITEMS:
┌───────────────────────────────────────────────────────────────────────┐
│  Action                     │  Owner        │  Due Date               │
├─────────────────────────────┼───────────────┼─────────────────────────┤
│                             │               │                         │
│                             │               │                         │
└─────────────────────────────┴───────────────┴─────────────────────────┘

Sample Questions for Each Category

Mad Questions

What blocked your progress this sprint?
What made you want to pull your hair out?
What do you wish hadn’t happened?
What recurring issue frustrated you again?
Where did the process fail you?

Sad Questions

What disappointed you about this sprint?
What opportunities did we miss?
What compromises were hard to make?
What’s weighing on you about the project?
What do you wish had gone differently?

Glad Questions

What was the highlight of your sprint?
What made you proud of the team?
What small win do we need to celebrate?
What positive interaction do you want to acknowledge?
What went better than expected?

For more questions, see our complete retrospective questions guide.

Running this format remotely? Check our guide to remote retrospectives for virtual facilitation tips.

Tips for Facilitating Emotional Discussions

Creating Safety

Model vulnerability - Share your own Mad/Sad items to encourage others
Anonymous input first - Let people write before sharing verbally — retrospectives with anonymous feedback see 42% more participation from introverts (State of Agile Report)
No judgment - Accept all emotions as valid
Confidentiality - What’s shared stays in the room
Opt-out allowed - No one is forced to share

Handling Strong Emotions

If someone gets upset:

Pause and acknowledge: “Thank you for sharing something difficult”
Offer a break if needed
Don’t rush past it
Check in after the meeting privately

If tension rises between team members:

Redirect to process, not people: “Let’s focus on the situation, not individuals”
Acknowledge both perspectives
Table personal conflicts for one-on-one discussions
Remind everyone of the Prime Directive

Common Pitfalls

Skipping Glad - Don’t rush through positives
Problem-solving too early - Listen fully before jumping to solutions
Allowing blame - Redirect “X did this wrong” to “The process failed when…”
Ignoring patterns - If multiple people feel the same, explore why
Not following up - Acknowledge emotions verbally but create actions

Variations on Mad Sad Glad

Glad Sad Mad (Reversed Order)

Start with positives for a more energizing feel. Works well when the team isn’t particularly stressed.

Mad Sad Glad + Actions

Add a fourth column: “Actions” or “What We’ll Do.” Makes the connection to outcomes more explicit.

Emotion Intensity Scale

Add dots or numbers (1-5) to indicate intensity. Helps prioritize which emotions to address first.

Emoji Extension

Use more emoji categories: 😠 😢 😊 😱 (Scared) 🤔 (Confused). Captures more nuanced emotions.

If your team connects with emotional formats, try:

Energy Levels Retrospective - Focus on what energizes vs drains the team
Team Health Check - Regular team wellness assessment
4Ls Retrospective - Includes “Liked” for positive emotions

For less emotional formats:

Start Stop Continue - Action-focused
DAKI Retrospective - Process-focused

See all options in our sprint retrospective formats guide.

Frequently Asked Questions

What is a Mad Sad Glad retrospective?

A Mad Sad Glad retrospective is an emotion-based format where team members share what made them mad (frustrated), sad (disappointed), or glad (happy) during the sprint. It surfaces feelings that other formats might miss.

When should you use Mad Sad Glad?

Use Mad Sad Glad when you sense unspoken tension, after a difficult sprint, or when you want to acknowledge the emotional side of teamwork. It is especially effective for teams that tend to focus only on tasks and processes.

Is Mad Sad Glad good for new teams?

It can be, but use it carefully. New teams may not have enough psychological safety to share strong emotions openly. Consider starting with a lighter format like Start Stop Continue and introducing Mad Sad Glad once trust is established.

Run Mad Sad Glad with RetroFlow

Most retro tools charge per user or cap free boards at 3. RetroFlow doesn’t — every feature is free, no account needed. Share a link and your team starts contributing in seconds.

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Summary

The Mad Sad Glad retrospective helps teams:

Mad 😠 - Surface frustrations and anger
Sad 😢 - Acknowledge disappointments and losses
Glad 😊 - Celebrate wins and positive moments

It’s particularly valuable after challenging sprints or when team morale needs attention. The average retrospective lasts 45-60 minutes for a 2-week sprint (Scrum Guide), and Mad Sad Glad makes good use of that time by addressing the emotional undercurrent that drives team performance. Remember to create psychological safety, allow time for emotional processing, and end on the positives.