As a 360 feedback provider, we recognise that different 360-degree feedback rating scales benefit the needs and cultures of different businesses. In this article, we will outline some of the most commonly used 360 rating scales, considering the scenarios in which each of them is most suitable, in order to help you decide which one is the best fit for your organisation.
Which 360 Rating Scale Is Right for Your Business?
With the exception of your 360 appraisal questions, choosing the right 360 rating scale is possibly the most crucial decision you will make. Many of our clients ask us which 360 rating scale is the best to use in their feedback programme, but the truth is that no rating scale is any better than another. The trick is to identify which 360 rating scale is the most appropriate for your organisation.
Consider the feedback culture at your business, whether your 360 review is being used for development or assessment, as well as the wider objectives of your programme. Thesefactors should inform which type of 360 degree feedback rating scale your programme uses.
Here are some examples of 360 rating scales that are typically used by the organisations we work with, along with an explanation of what each rating scale offers your programme.
1. Effectiveness scale
This 360 rating scale asks participants to rank the effectiveness or ineffectiveness of an individual relative to the questions provided. Feedback tends to be more positive when using this rating scale, as people generally find it harder to be negative when using the labels ‘effective or ineffective.’ In order to counter this skew of ratings, when using a 5-point scale, we recommend including three positive response options and two negative.
What our experts say:
“An effectiveness scale is very simple to understand and to fill out, so it might be suited well to organisations where 360 feedback is being introduced for the first time or for performance management where many people are providing feedback. We always recommend weighting this with more positive than negative response options to better spread scores.”
2. Observed frequency scale (4-point)
This 360 rating scale asks feedback providers to identify how often an individual displays certain behaviours. The scale includes an ‘unable to comment’ response, which accounts for the fact that some participants may not feel they have had the opportunity to observe a particular behaviour.
What our experts say:
“A frequency scale is also simple to understand and encourages a greater spread of ratings, as the feedback provideri s rating how frequently they see a particular behaviour rather than commenting on how ‘effective’ a person is. This type of scale is more suitable when using 360 degree feedback for development.”
3. Anchored observed frequency scale
This 360 rating scale uses percentage bandings to guide feedback providers and ensure greater consistency in ratings. This method can help to reduce the discrepancies in ratings that arise from different interpretations of the frequencies listed in the previous rating scale. One of our retail clients has recently moved to this scale from a 4-point frequency scale to provide more detail and granularity in their reports.
What our experts say:
“This scale is one we often recommend as being the most effective. It can help bring more objectivity to the process by providing guidance on how often is ‘often’ to enable more distinction between ratings. In particular, we've seen a 6-point anchored observed frequency scale (with no ‘middle ground’) become quite popular of late. Another good thing about this is that it allows you to play around with the wording of the scale points to encourage greater use of the scale and reduce skew, e.g. by having more ‘positively worded’ scale points.”
4. Developmental rating scale
This 360 rating scale is focused on rating a person’s capabilities on a particular behaviour. Much like the effectiveness scale, this method benefits from having a greater number of positive descriptors to offer a more even spread of ratings and reduce the positive skew. This rating scale is often chosen when 360 degree feedback is being used to inform personal development plans or other training needs.
What our experts say:
“A developmental or 'strengths-based' scale is focused on helping 360 participants to reinforce their strengths and take action to improve their development needs. The ‘no opportunity to observe’ option can be helpful for feedback providers if they are newer to the organisation or do not work closely with the individual, so they have not seen a particular behaviour being demonstrated. This scale tends to have good face validity and sets an expectation of continuous learning and development, which can encourage greater differentiation in ratings.”
Case Study: Switching 360 Rating Scales
Choosing the right 360 degree feedback rating scale for your business can take some fine-tuning, but it’s important to remember that you don’t have to use the same one every time. You may find that your current scale simply doesn’t elicit useful responses from your participants or that you require a more comprehensive 360 rating scale as your feedback process evolves.
One global management consultancy client we work with is a great case study of how switching rating scales can improve your 360 feedback programme. While they started with a 4-point anchored observed frequency scale in their first year, they developed this into a 5-point scale in their second year. The switch was driven by the fact that their participants were more reluctant to use the full scale in the first year, resulting in little distinction in the scores. Since using the 5-pointscale, there has been a much greater granularity of scores.
Need Help Choosing Your 360 Rating Scale?
We hope this article has improved your understanding of 360 degree feedback rating scales and has got you thinking about which scale might be best suited to your organisation. As business psychologists with over 30 years of experience working with businesses across various sectors, we have seen the value that 360 feedback programmes have for leaders and are eager to enrich more businesses with our insight and expertise.
If you are interested in learning more about 360 feedback, or you need help choosing the right 360 rating scale for your programme, get in touch with one of our team members today!
