Customizing the results ranges (for example, the thresholds that define “Needs Improvement,” “Meets Expectations,” or “Exceeds Expectations”) is important because it gives you control over how numerical scores are translated into meaningful performance categories.
Customizing the results schema of a review will help you to:
- Align ratings with your true performance expectations, as every company has its own definition of good performance.
- Ensure fair, accurate, and consistent reviews as custom ranges balance the distribution of results to reflect real-world performance.
- Encourage constructive, growth-focused feedback as thoughtful ranges can make review to have more development focused conversations.
- Calibrate results across teams and roles as when all departments use consistent, meaningful ranges, you reduce rating inflation and bias.
How to customize the results schema of a scale
Customizing results ranges makes review outcomes more meaningful, fair and actionable for both employees and leadership. To set up a customized results schema of a scale follow the steps described below:
- Go to your Settings section and click on Scales.
- Select the scale that you want to customize the results schema and click on the three dots icon. Next, click on the Edit results schema.
- You can customize the labels names by clicking on them and also the results ranges by moving the dots that appear on the line.
- Once ready, click on the Save button to save your changes.
From now on, the results schema will be displayed once a review campaign has available results.
Where the results schema of a scale will be applied?
The results schema of a scale is used to display results in different sections of a review:
- Competency assessment displaying the results based on competencies or values individually.
- The distribution matrix allows you to see the dispersion of responses according to the different groups in which the participants form part.
- Quotas for limiting the amount of top performers this will help you to identify groups in which for example everyone has been scored way too high and motivates discussion within the calibration sessions to promote fairness.