How do the evaluations work?

The dilemma of evaluations

In everyday life, we are used to either laboriously evaluating questionnaire data or waiting for a PDF evaluation.

In addition, it is often the case that only one person has completed a questionnaire and the evaluation merely reflects the entries. There is often a lack of added value, e.g. in the form of links.

After all, things change quickly these days. However, because evaluations involve a lot of effort, we do not update them. Many evaluations are therefore outdated.

The procedure for Success Seekers

Basics of the evaluations

Dependence on questionnaires: All reports and analyses are based on the responses from the questionnaires. No completed questionnaire, no report.
Combination of data: The system can combine data from different questionnaires so that you sometimes see evaluations that come from different sources.
Comprehensibility: The answers in the reports could be different or shortened in order to increase readability and comprehensibility.
Dynamic calculation: The evaluations are updated in real time. If new data is added or changed, the report reflects these changes immediately.

Data protection and anonymity

No personal data: In the case of numerical evaluations, it is deliberately not possible to assign data to individuals in order to allow open feedback.
Personal data: For text entries, everyone can see the author. After all, you should discuss your contributions openly within the team. To do this, you need to know who to talk to.
Unanswered questions: If a question is skipped, it is interpreted as “don’t know”. A special “don’t know” field in the questionnaire is therefore superfluous.

Navigating in the evaluations

Filter: You can switch between team and individual reports to make comparisons.
Download: Reports can be downloaded as PDF files. They may not be graphically perfect, but they are always clear and legible.

Visualizations and evaluations

Sigma sign (∑): A sigma sign indicates a high scattering. Examples: The team has very different opinions or a questionnaire aggregates values from questions that were rated very differently. An average value can be misleading here.
Color codes: Colors reflect the rating – from red (bad) to green (good). These color codes correspond to those in the questionnaire.
Maturity level: Translates percentages into four maturity levels. A higher degree of maturity is better, whereby 3 should be aimed for as a minimum.
Star rating: Stars represent an extension of the maturity level. Five stars is the maximum.
Fuel gauge: A visual indicator of the overall status – a full tank is ideal.
Point evaluation: Helps to identify improvements. Rising scores indicate progress.

All in all, the evaluations show you your perceptions. The benefit is:

You can see if you have a common understanding
You see things from several perspectives
You can see where your strengths lie
You can see where action is needed
You can set better priorities