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 just looking at current performance

If your feedback questionnaire only asks for feedback on an employee's current 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 'current performance' was given the lower scores

If two or more areas have the same average score, they are listed in alphabetical order.


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. 

If two or more areas have the same average score / gap, they are listed in alphabetical order.

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

When comparing current and desired performance, 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.


What next?

Find out:

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