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How is the score calculated?

The score is based on your employees’ answers on a rating scale, for example from 0 to 4 points per answer option. Each option represents a specific assessment – from very negative to very positive. All answers are mapped to percentage values, for example:
  • 0 → 0%
  • 1 → 25%
  • 2 → 50%
  • 3 → 75%
  • 4 → 100%
A mean value in percent is then calculated across all answers in the comparison group, where 100% represents the best possible result and 0% the worst. This allows you to see at a glance how positively a question or topic is rated overall. For individual questions, you can usually choose between two calculation methods:
  • Top‑2‑box (share of positive answers): Shows how many people selected one of the two highest, positive response options.
  • Average score: Takes all response options with their respective point values into account and converts them into a mean value in percent.

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What do the percentages mean?

The displayed percentage value describes the average satisfaction or agreement with a question.
  • A score of 80% means that, on average, the answers to this question are clearly positive – either because many people fall into the higher response categories (Top‑2‑box) or because the calculated average is close to the maximum.
  • A score of 50% shows that opinions are more mixed – some employees are satisfied, others are neutral or dissatisfied.
  • Values below 50% typically indicate clear potential for improvement.
Important: The score is always an aggregated value across all participants. Individual very positive or very negative responses can influence the average, but will not dominate it if enough people have taken part.

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How do I read changes over time?

Things get interesting when you compare results across multiple survey periods. The change is calculated by comparing the value of the current period with the value of the previous period:
Change = current score – previous score
A practical example:
If a question had a score of 80% in the previous period and is at 86% in the current period, the improvement is +6 percentage points.
Conversely, a drop from 80% to 74% means a deterioration of –6 percentage points. This helps you quickly see:
  • Which topics have improved because actions have had an impact,
  • where there are declines and you should take a closer look,
  • and which areas remain consistently strong or critical over a longer period.
Examples
  1. “I enjoy my work”
  • Previous period: 85%
  • Current period: 81%
Agreement has dropped by 4 percentage points. This means that, overall, slightly fewer people rate their work positively than in the last survey. It’s worth looking at comments and subgroups (e.g. teams or locations) to better understand the reasons.
  1. “My manager gives me constructive feedback”
  • Previous period: 73.6%
  • Current period: 70.9%
The value has decreased by 2.7 percentage points. This indicates that employees report receiving constructive feedback less frequently or find it less helpful. Segmentations and open-text responses can help you identify concrete starting points for action.

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Conclusion

Scores and percentage values make complex feedback easy to compare. They show you:
  • how positive or critical a topic is perceived overall,
  • how high the share of positive answers is (Top‑2‑box) or how the average compares to the maximum,
  • and how this perception develops over time.
If you don’t look at the numbers in isolation but combine them with context, comments, and subgroups, percentage values turn into concrete action steps – and you can systematically derive measures to improve working conditions, leadership, and collaboration step by step.