don’t ask for opinions, check for verifiable facts
You must have seen the Likert scale every now and then. Nearly every survey tool uses them:

Managers and employees add a cognitive and/or emotional meaning to opinion questions thus adding bias and blurring the outcomes: bad fuel for algorithms. Why not keep it factual, instead? Let’s translate this Likert question into a format that asks for verifiable facts or behaviour in a so-called Guttman-Poll scale (for employee polling):

Now, we can do some serious calculating. The advantages add up.
ACCURACY
Verifiable answers are measurable and objective. There is a factor 50 (!)
less lying.
TARGETS
Answers with a timeline format (Actual vs. Ambition) reveal smart target settings.
STEP-BY-STEP
A Virtual Consultant gives advice how to improve from one answer to the next.
BUDDY MAP
Need to improve to eg. Answer 3? Check a co-worker who is already there.
And vice-versa.

don’t ask for opinions, check for verifiable facts
You must have seen the Likert scale every now and then. Nearly every survey tool uses them:

Managers and employees add a cognitive and/or emotional meaning to opinion questions thus adding bias and blurring the outcomes: bad fuel for algorithms. Why not keep it factual, instead? Let’s translate this Likert question into a format that asks for verifiable facts or behaviour in a so-called Guttman-Poll scale (for employee polling):

Now, we can do some serious calculating. The advantages add up.
ACCURACY
Verifiable answers are measurable and objective. There is a factor 50 (!)
less lying.
TARGETS
Answers with a timeline format (Actual vs. Ambition) reveal smart target settings.
STEP-BY-STEP
A Virtual Consultant gives advice how to improve from one answer to the next.
BUDDY MAP
Need to improve to eg. Answer 3? Check a co-worker who is already there. And vice-versa.

don’t ask for opinions, check for verifiable facts
You must have seen the Likert scale every now and then. Nearly every survey tool uses them:

Managers and employees add a cognitive and/or emotional meaning to opinion questions thus adding bias and blurring the outcomes: bad fuel for algorithms. Why not keep it factual, instead? Let’s translate this Likert question into a format that asks for verifiable facts or behaviour in a so-called Guttman-Poll scale (for employee polling):

Now, we can do some serious calculating. The advantages add up.
ACCURACY
Verifiable answers are measurable and objective. There is a factor 50 (!)
less lying.
TARGETS
Answers with a timeline format (Actual vs. Ambition) reveal smart target settings.
STEP-BY-STEP
A Virtual Consultant gives advice how to improve from one answer to the next.
BUDDY MAP
Need to improve to eg. Answer 3? Check a co-worker who is already there. And vice-versa.
PRAIORITIZE is a Registered Brand of Transparency Lab BV © 2023 All Rights Reserved.