We are strong believers that the best feedback is thoughtful, specific, and actionable. In a questionnaire, this is best supported by an open-ended question and a free text area. But sometimes open answers may evade the tough questions. To make feedback truly helpful, you want to ensure certain topics are covered and a stance is taken. Sometimes a little more guidance for feedback providers can be useful.
That’s why we’re excited to introduce Scales, a straightforward way for employees to enhance feedback within Small Improvements. Now you can include single-answer multiple choice questions in 360 Degree Feedback and Request Feedback, allowing for that little extra structure.
This is what multiple choice questions will look like from the employee perspective:
As an Admin, you’ll see the option to add a Scale as part of the questionnaire setup in your 360 review cycle. You can set up your Scale with our default answers (as seen below) or customize to your liking.
Ask questions, use statements, and change response items. You have the flexibility to format however you like.
Scales are a great way to gather definitive, single-answer feedback on specific topics. To get a comprehensive picture, they have to be complemented with a free text question. That way, employees have the opportunity to further elaborate on their response, which gives the recipient valuable context to better understand their feedback.
Our Scales offer another benefit: the aggregated view of Scale responses provide a visual representation of feedback responses. This helps to highlight patterns and outliers.
The results can also reveal a scope of opinions to help employees better pinpoint how others perceive their performance. That way, employees can better identify what they did well and where they can improve. HR administrators can also export this data to Excel for further analysis.
Use cases and caveats
We know that feedback isn’t one-size-fits-all. Over the years we’ve spoken to many customers about Scales and received mixed reviews.
When used appropriately, Scales can be an awesome extension to your feedback process. Pairing open-ended questions with a few Scales can work wonderfully. For example, to get a sense of how peers are perceived living company values or displaying essential behaviors.
However, there are limitations. Don’t forget to factor in rater bias and positive skew. Scale responses are subjective and should be used as a way to spot patterns and handle outliers. Long forms can also overwhelm reviewers and generate less reliable feedback. That’s why our limit of 10 questions per questionnaire still applies, so HR can focus on what’s really important.
With that in mind, enjoy our new feature! We’d love to hear how Scales work for your organization. Get in touch with us at firstname.lastname@example.org.