Available for: Admins ✅ Managers ✅
Closed-ended questions allow for the collection of quantitative data to measure employees' opinions, perceptions and behaviors.
The different types of scores
The results of the closed-ended questions are presented by two types of scores :
- A Net Promoter Score for the answers to the questions with a scale of 0 to 10
- An average for the other response scales
For more information on the different scale models available, see our article Which rating scale to choose?
ℹLes averages by theme and the averages displayed on the heat map are always plotted on a scale of 1 to 5 regardless of the scale initially defined, to facilitate comparison.
Averages by question
Supermood automatically calculates the average rating of the closed question. In order to keep in mind the sample on which this average was calculated, you can refer to the number of responses collected.
NPS-type scores can range from -100 (if all respondents are non-ambassadors) to 100 (if all are ambassadors). Any positive score means that the percentage of ambassadors is higher than the percentage of non-ambassadors.
Identifying Strengths and Weaknesses
Supermood provides several elements to accompany you in your analysis:
- the participation rate
- the distribution pie chart of the answers
- significant disparities to identify the most and least satisfied populations
- benchmarks for Supermood questions
The participation rate
Before diving into the analysis of the results, take a look at the participation rate.
From a 50% participation rate, we can estimate that we have a sufficiently representative trend.
What is a good or bad score?
In the human and social sciences, it is difficult to determine a standard and therefore to say whether a score is within the norm or not.
Do you have to score 5/5 on all the questions or is 3.5/5 enough? There is no exact answer. But Supermood allows you to have trends and compare your scores.
We can already compare scores in at least two ways :
- compare the questions with each other (on the whole company or a team)
- compare teams with each other (on all questions or just one question)
This allows for the determination of priorities.
The distribution pie chart of responses
The distribution pie chart categorizes your respondents into three groups: positive, neutral, and negative - or ambassadors, passive, and non-ambassadors for NPS.
For example, on a scale of 1 to 5, the distribution is as follows:
- Positive: the percentage of respondents who answered 4 or 5; satisfied or very satisfied.
- Neutral: the percentage of respondents who answered 3; respondents who did not want to take a position on the topic.
- Negative: the percentage of respondents who answered 1 or 2; respondents who were dissatisfied or disagreed with the topic.
Our recommendation :
Satisfied and dissatisfied respondents can easily influence the rest of the group.
So, beyond the score, prioritize the question in your next action plan based on the distribution of responses as you observe :
- a rate of more than 30% negatives
- a rate of less than 50% positive
For example, a question with a score of 3.6 and a wide distribution of negative scores takes precedence over a question with a score of 3.6 and a wide distribution of neutral scores.
Disparities make it possible to quickly identify the populations that need more attention with respect to the question being asked.
Supermood brings up the different dimensions of analysis (the attributes) for which significant deviations from the mean have been identified.
Select the dimension of analysis of your choice, you will then be able to distinguish up to a maximum of three most satisfied and/or least satisfied populations.
ℹ To compare multiple questions, you can compare all the results of the teams side by side using the heatmap.
Benchmarks are available only on the questions in the Supermood library, most of them using a scale from 1 to 5. For more details, please contact your account manager.
Correlation with SuperScore
To understand the impact of a given question on overall engagement, we look at the relationship between how employees responded to that question and how they responded to the SuperScore question.
This relationship is represented by a correlation: the higher the correlation number, the more likely it is that this question has a potential impact on employee engagement.
The correlation score ranges from -1 to 1; a score close to 1 indicates that employees with a high SuperScore tend to give a high score to the question asked, or conversely, employees with a low SuperScore tend to answer with a low score.
The more correlated (positively or negatively) a topic is, the more likely it is to have an impact on employee engagement.
Score evolution allows you to measure the impact of your actions on the answers given.
As soon as the same question has been asked several times in your campaign, you can follow the evolution of the score.
Our recommendation: As soon as a score drops, prioritize the question in your action plan.
Need a helping hand to interpret your results? Don't hesitate to contact your account manager! Our team of experts will be happy to help you with this subject.