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Rating Questions

August 6, 2013 Posted by : Tim Hagen
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Rating Questions

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Rating Question – Rating questions are used to get an employee to upfront about his or her view of their performance. Rating questions have the added convenience of categorizing performance into either knowledge, skill, or behavior based function. Knowing how your employees rate themselves will help you to discover any major performance gap issues.

For example: if an employee rates themselves at 9 out of 10 for customer service but you rate them at a 4 out of 10, there is a very clear gap between where your employee feels his or her performance is and where you would like to see his or her performance. In cases like this there is a miscommunication or discrepancy in expectations that would have otherwise gone undetected. It is very hard to fix an issue you and/or employee is not aware of.

Below is an example of a skill based rating question, a knowledge based rating question, and a behavioral based rating question.

Skill Based Example: “On a scale of 1 tom 1o with 10 being outstanding and 1 being terrible how you would rate your ability to close customers from a skill perspective”

  • If they answer below 5 simply ask “Why” If they answer above 5 ask “what do you feel you need to work on to move toward a 9 or 10”

Knowledge Based Example: “On a scale of 1 to 10 with 10 being outstanding and 1 being terrible how would you rate your ability to teach customers our new product”

  • If they answer above 5 ask “what do you feel you need to work on to move toward a 9 or 10”

Behavioral Based Example: “On a scale of 1 tom 1o with 10 being no fear and 1 being fearful how you would rate your fear to close customers from a skill perspective”

  • If they answer above 5 ask “what do you feel you need to work on to move toward a 9 or 10”

Note: If an employee really thinks they are at a level of 9 or 10 and you know they are not here are some questions to ask to further attempt to have them see reality:

  • “What do you base that on?”
  • “Based on your response would it be safe to assume 100 % success will be achieved (this really ins them down on validating their responses)

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About Author

Tim Hagen
Tim Hagen

Tim Hagen founded Progress Coaching, a Training Reinforcement Partner Company, in 1997. His entrepreneurial career began in college leading to positions in sales, sales management, and sales training for small and large corporations, and eventually ownership of several training companies. Tim is often a keynote speaker at companies teaching the value of coaching and conversations in the workplace. He possesses a unique combination of hands-on experience, academics, and innovative insight to solve the industry’s most common challenges specific to workplace performance. Tim holds a bachelor’s degree in Adult Education and Training from the University of Wisconsin, Milwaukee.

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