 “Remember, half the people you know are below average.” -Unknown
Coaches, consultants, and organizations might prefer to use one type of standardized score over another in feedback reports. For example, z-scores often result in scores that are negative if they are below the mean, which could create an emotional reaction on the part of participants interpreting their results.
For this reason, z-scores are not as typical as percentile or even t-scores in most psychometric assessments (e.g., personality and 360 feedback).
For those of you that aren’t statistically oriented, t-scores have a mean of 50 with a standard deviation of 10. Â A slightly below average score is still positive and 68 percent of all participants taking the 360 assessment will have scores that range between 40 to 60.
For those of you that aren’t statistically oriented, t-scores have a mean of 50 with a standard deviation of 10. Â A slightly below average score is still positive and 68 percent of all participants taking the 360 assessment will have scores that range between 40 to 60.
One goal of 360-degree feedback is to help participants understand and accept the perceptions of others. Â If you decide to use normative scoring it is important to select the type of standardized score that will minimize potential defensiveness and dismissal of the data.
One goal of 360-degree feedback is to help participants understand and accept the perceptions of others. Â If you decide to use normative scoring it is important to select the type of standardized score that will minimize potential defensiveness and dismissal of the data.
It is important to keep in mind that ALL standardized scores (e.g., sten scores, percentiles, t-scores, z-scores) are representing the same data to the participant. However, some might be easier to interpret and understand. Coaches, consultants, and organizations should use vendors that provide for the same flexibility in the use of standardized scores within 360-degree feedback reports to maximize acceptance and understanding.
Coach’s Critique:
When interpreting 360s, it’s important to keep in mind the type of scoring to use because ultimately this can have impacts on how participants receive the feedback. For example, the 360 tool utilizes z scores, then it’s important to keep in mind that the interpretation of such scores can be perceived as negative feedback because the mean of a z-score is 0, so as a result there isn’t too much leeway to make a positive interpretation. With t-scores, since the mean is 50, and the standard deviation is 10, there is a higher chance to be within the average range. But even then, scores that are geared below average can have a negative connotation on the part of the participants.It’s important to keep in mind that even a slightly lower than average score will be “negative” which might create a strong emotional reaction in participants interpreting the results. When participants feel that their scores are not out of range of what the average norm might be rated, they are less likely to get defensive and resistant of feedback.
What has been your experience with the best types of normative scores to use for interpreting 360-degree feedback?
Sandra Mashihi
Dr. Sandra Mashihi is a senior consultant with Envisia Learning, Inc. She has extensive experience in sales training, behavioral assessments and executive coaching. Prior to working at Envisia Learning, Inc., She was an internal Organizational Development Consultant at Marcus & Millichap where she was responsible for initiatives within training & development and recruiting.. Sandra received her Bachelor’s of Science in Psychology from University of California, Los Angeles and received her Master of Science and Doctorate in Organizational Psychology from the California School of Professional Psychology.
