Understanding the Metrics at DecisionWise
At DecisionWise, our commitment to delivering precise, actionable insights has led us to adopt specific scales for different sections of our 360 feedback assessments. We utilize a 7-point scale for evaluating competencies and a 5-point scale for assessing derailers. Below, we delve into the reasons for this strategic decision and how it enhances the feedback process.
Why a 7-Point Scale for Competencies?
1. Greater Nuance and Differentiation
The 7-point scale allows for a finer granularity of feedback. This increased range offers respondents the ability to express more subtle distinctions in their ratings. For example, the difference between a 5 and a 6 can highlight small but significant improvements or variances in performance that a 5-point scale might not capture.
2. Improved Reliability
Research indicates that scales with five to seven points tend to offer the most reliable results. A 7-point scale strikes a balance between providing enough options for differentiation without overwhelming respondents. This reliability ensures that the feedback collected is consistent and dependable.
3. Enhanced Validity
With more response options, a 7-point scale can better reflect the true intensity of respondents’ feelings and opinions. This improves the validity of the feedback, making it a more accurate representation of how individuals are perceived by their peers, subordinates, and supervisors.
4. Reduced Central Tendency Bias
Respondents are less likely to choose the middle option by default when using a 7-point scale. This reduces central tendency bias, leading to more accurate and representative feedback. By encouraging respondents to make more definitive choices, the feedback becomes more meaningful and actionable.
Why a 5-Point Scale for Derailers?
1. Simplicity and Clarity
The 5-point scale for derailers, where lower scores are desirable, simplifies the assessment process for negative behaviors. It reduces the cognitive load on respondents, making it easier for them to quickly and accurately identify and rate behaviors that are detrimental to performance.
2. Focused Feedback
Derailers are specific behaviors that can significantly impact an individual’s effectiveness. Using a 5-point scale helps in delivering clearer and more focused feedback. It avoids the potential ambiguity that might arise with more gradations, ensuring that the feedback is straightforward and actionable.
3. Facilitating Developmental Conversations
With a 5-point scale, it becomes easier to facilitate developmental conversations. Managers and coaches can more readily identify and address key areas of concern without getting bogged down in minute distinctions. This streamlined approach aids in creating more effective improvement plans.
4. Balancing Positive and Negative Feedback
While the 7-point scale is well-suited for highlighting various strengths and competencies, the 5-point scale for derailers ensures that feedback on negative behaviors remains concise and focused. This balance helps in maintaining a constructive feedback environment, where both positive and developmental areas are clearly delineated.
Our Commitment to High-Quality Feedback
At DecisionWise, our choice of scales is driven by a commitment to providing precise, reliable, and actionable feedback. The 7-point scale for competencies offers the nuance necessary for detailed performance insights, while the 5-point scale for derailers ensures simplicity and clarity in addressing areas for improvement. By tailoring our approach to the specific needs of each feedback section, we are able to deliver superior assessments that facilitate meaningful development and growth.
A Multi-Rater Feedback Platform for the Best 360 Assessments
Spectiv is DecisionWise’s survey and assessment platform purpose-built by HR Professionals with over 25 years of experience to facilitate high-quality multi-rater feedback. Our 360-degree feedback assessments allow for better feedback collection and foster meaningful insights and conversations. Request a meeting with our product experts to see how you can foster a culture of feedback and improvement in your organization.
