How the top 5 strengths and areas to improve calculated?

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The answer to this question depends on whether your assessment looks at both an employee's current and desired performance, or just their current performance.

When comparing current and desired performance

If your feedback questionnaire asked for feedback on both the employee's current performance and their desired performance, then:

  • The top 5 strengths are the areas for which 'current performance' was given the highest scores
  • The top 5 areas to improve are those for which the gap between the current and desired performance was the largest.

Importantly, the 'top 5 areas to improve' are not the same as the 'top 5 weaknesses' (which we do not show!).

It is possible to have an area which is both a strength and an area for improvement. For example:

  • John could receive a current performance of 3 for the majority of his competencies, and a desired performance of 3
  • 'Communication' is particularly important for John, and he receives a 4 for his current performance. However, he's talking to customers all day long and should be looking to be a 5 (which he gets for his desired performance)
  • As a result 'Communication' is both a strength and one of the areas that John would benefit most from improving.

When just using current performance

If your feedback questionnaire only asks for feedback on an employee's current performance, then we assume the desired performance is always to be 5-out-of-5 (or 10-out-of-10 or whatever makes sense for your rating scale!).

As a result:

  • The top 5 strengths are the areas for which 'current performance' was given the highest scores
  • The top 5 areas to improve are those for which the 'current performance' was given the lower scores

It is thus not possible for an area to both be a strength and an area to improve (unless you have less than 10 questions!).