From opinions to scores
The results give you an insight to the opinions of the organization and your team. Every employee has received the opportunity to participate in the survey and give their own opinion on a range of different topics. That opinion reflects a personal point of view and feeling about a topic, which we then convert into a score. At Effectory we offer two different ways to calculate the scores:
- 0-10 score
For the ease of understanding and making differences more clear in the reports, the 5-point answer scale of “strongly disagree – strongly agree” is converted into a 0-10 value range. For example, we ask the question “I enjoy the work that I do” and the employee responds “strongly agree”. We convert this response into a score of 10. If the employee responds with “strongly disagree”, the response is converted into a score of 0. All the individual scores from each employee make up the average score for the question “I enjoy the work that I do” for the organization or the team.
- Top2Box score
This score is calculated by grouping the opinions of every employee together for each survey question with a five-point answer scale and looking at the percentage of all the positive answers (“agree” and “strongly agree”). The score ranges from 0 to 100, where the higher the score means the more positive your employees feel about a given topic. For example: we ask the question “I enjoy the work that I do” and 70% of the employee in the organization respond “agree” or “strongly agree”. These responses would then yield a score of 70. If 20% of the employee respond with “disagree”, “strongly disagree” or “neither agree nor disagree”, a score of 80 will be shown. In other words, only the positive answers make up the score that is shown for the question “I enjoy the work that I do” for the organization or the team.
Scores in perspective
Imagine that your team scores an average of 6 on reward. This score might seem like a bare pass. Is this a score to be happy about? To determine what a given score means, we put it in the right perspective. We compare the scores to other scores, for example a benchmark (of other organizations or other teams within your organization). When comparing the 6 with a benchmark score of 5.6 for reward, the bare pass suddenly turns into an above average score. This means that you can be happy with your 6! By comparing scores you are able to interpret the scores in an informative way, and we are able to indicate the differences between them.
Significant or large absolute differences between scores are shown in color. Green for a positive difference, red for a negative difference. A color signals that the difference is relevant and not based on chance. In other words: the difference is based on minimal overlap between the distribution of answers of the two scores you compare.
Comparisons of your score to others
To put your scores in the right perspective, we compare it to other scores. E.g. a previous survey, a higher level, an external benchmark and the top 3 scores of the external benchmark. Your score is the point of reference and remains neutral in color. If you score better than a comparing group, the comparing group will be flagged green. If you score lower, it will be flagged orange or red.
Comparisons between groups
When we compare multiple groups, your score is still the point of reference and neutral in color. However, when a group scores green, this time it means that the group itself scores higher than you. When orange or red, the group scores lower.