👉 We are always faced with the question: "Oh! But, which grades should I use for my form?" 🤔. And the answer is it depends, but we are here to share a little bit of what is most used on our platform.
In Qulture.Rocks, different labels can be used for the grades, making the options more evident for the evaluator, when filling out a form. It may seem small, but this is a determining factor of a good evaluation.
What is the difference between an odd grade and an even grade?
We are often asked: What is the ideal number of options for an evaluation grade? 3, 4 or 5?
The answer is always: It depends. The main difference of these grades is how the reviewer can position himself in relation to the reviewee.
🟣 The main difference between these grading systems lies in how the evaluator can position themselves in relation to the individual being evaluated.
In a 4-point grading system (even), we require the evaluator to take a position, making it impossible to "sit on the fence."
On the other hand, in odd grading systems, such as 3 or 5, the evaluator can give an intermediate, neutral grade. With that in mind, to determine which grading system is best for your evaluation, you should ask yourself:
In the context of my company, does it make sense to force a position, or is it not necessary?
What are the most commonly used grading quantities?
Currently, we have the following distribution of grading quantities used in reviews:
3 grades: used in approximately 10.44% of reviews;
4 grades: used in approximately 41.73% of reviews;
5 grades: used in approximately 46.64% of reviews;
Other quantities: used in approximately 1.19% of reviews.
And what makes a good review?
A good review is one that is impartial (to the best extent possible) and clear (for the respondent). It should accurately reflect the performance of employees during a specific period of time.
With that in mind, we always emphasize that in Qulture.Rocks, you can define different labels according to your question.
🟣 For example, if I have questions about competencies and deliverables, it is possible to create different labels for these questions. Here are some suggestions:
For 3 grades options:
(Score 1) Less Qualified / Can Improve / Low / Below expectations;
(Score 2) Qualified / Fit / Sometimes / Within expectations;
(Score 3)Talented / Exceeds expectations;
For 4 grades options:
(Score 1) Does not meet expectations / Needs improvement / Does not demonstrate;
(Score 2) Partially meets expectations / Is on the way / Demonstrates infrequently;
(Score 3) Meets expectations / Demonstrates frequently;
(Score 4) Exceeds expectations / Is a reference / Always demonstrates;
5 grades options:
(Score 1) Much below expectations / Insufficient / Does not meet expectations
(Score 2) Below expectations / caution / Below expectations
(Score 3) As expected / Doing well / Meets expectations
(Score 4) Above expectations / Doing very well / Exceeds expectations
(Score 5) Much higher than expected / Exceptional / Is a reference
5 grades options for Talent Review questions
Evaluation used for (i) Compensation, (ii) readiness for promotion, (iii) Impact of loss, (iv) Cultural fit.
Score 1: Far below the market / Far from being ready / Very low loss impact / No fit;
Score 2: Below the market / Not ready / Low loss impact / Low Fit | Detractor
Score 3: In line with the market / Soon it will be ready / Normal loss impact / Medium Fit | Neutral
Score 4: Above the market / Ready / High impact of loss / High Fit | District Attorney
Score 5: Far above the market / Immediately needs new challenges / We cannot lose this person / It is a reference for Fit | District Attorney
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