This article provides an interpretation of the scale from 1 to 10. This interpretation can be applied to both additional questions and the bottom line (1=10%, 10=100%) in the Motivation Analysis™.
The survey uses a scale where 10 is the highest score and 1 is the lowest. This consistent scale makes the survey more user-friendly compared to a varying scale.
The positive feedback
When participants choose a score of 8, 9, or 10, it indicates a positive response. However, it's important to note that the value of 8 may differ for each participant. Some individuals may never choose the highest score, even if it accurately reflects their true opinion, due to various reasons.
If a participant gives a score of 8 on questions regarding bullying and feeling valued, it is recommended to inquire about why they did not give a score of 9 or 10 as well. This additional check helps ensure accuracy and provides further insights into their response.
The positive response with the intersection of 7 on the scale
A score of 7 falls in the middle, indicating a level of satisfaction that is neither fully satisfied nor dissatisfied. It suggests a response like, "I'm generally satisfied, but...". It's important to note that a score of 7 can easily lean towards either higher or lower satisfaction, depending on the feedback and how it is addressed afterwards. Therefore, it is recommended to follow up on all scores lower than 8 to gain further insights and ensure accuracy.
The neutral feedback
Scores of 5 and 6 indicate neutral feedback, suggesting that the conditions are not meeting expectations. However, it's important to consider tendencies. If there is a tendency for scores to lean towards 7, with a range between 7 and 5, it suggests that the issues do not yet have a significant impact on the environment and motivation. Nevertheless, this is an area that needs improvement and should be addressed within a reasonable timeframe. On the other hand, if the tendency is towards scores of 5 and 6, it indicates that the issues are starting to have an effect on feelings and attitudes, and prompt action is necessary.
The negative intersection point
A score of 4 represents a negative intersection on the scale, indicating potential conflicts, stress, psychosocial problems, increased sickness absence, and even people leaving the organization. A score of 4 signifies the transition to serious issues that involve emotions and can no longer be kept to oneself. It may lead to involving work colleagues, creating factions, and similar behaviors.
If this score is observed at a departmental or company level, it is even more concerning since it means that the majority of individuals share this negative sentiment. Additionally, it implies that there may be individual results that are even lower. It is crucial to respond promptly by implementing clarifying measures to address these issues.
The negative feedback
A score of 3 indicates purely negative feedback and carries the same significance as scores of 1 and 2. This feedback highlights serious issues that are likely to have a negative impact on motivation, work effort, and the overall working environment. It is crucial to address these issues promptly and effectively to mitigate any further consequences.