Trivialize ratings to increase acceptance

Evaluation must be seen as an opportunity

Valuation is simply quantifying something and putting a value on it. The act of measuring is normally and generally something objective and precise. However, evaluation is something less Cartesian, often influenced by subjectivity.

Why trivialize the evaluation by dramatizing it?

Assessment often has positive or less favorable consequences, whether in an educational or professional context. Thus, judging someone in the wrong way can lead to wrong and therefore unfair results, which will result in unfair decisions. Add to this the long-term loss of trust and motivation on the part of the person being evaluated. Assessment must therefore be carefully considered, designed and implemented. This rigor can be achieved through a scientific approach, but it is also possible through customized and effective tools.

These tools are now mostly digital (LAS and LMS) so that both training and assessment can be done online, on a computer, tablet or phone. Coaches also need easy access to results. Digital assessment solutions give an opportunity to automate some basic tasks such as corrections, explanations, invitations and many more.

It will not be possible to completely eliminate imperfections and subjectivity. By limiting the defects, however, it will be possible to measure their impact statistically, making them almost negligible. The evaluation approach aims to support or control the definition of learning needs, validation of knowledge gained after teaching, filling gaps in knowledge, etc. Therefore, evaluation is essential in any educational process. Evaluation must therefore be downplayed and de-dramatized in order to be used effectively.

Better acceptance of assessments

The most effective way to trivialize and trivialize the assessment is to set up anonymous tests and quizzes with free access. The goal is for everyone in the company to be able to freely measure their current level of knowledge and compare it to the level the organization is aiming for. In this way, employees can get an accurate idea of the shortcomings and topics that will be worked on. In this way, the employee will have the opportunity to learn and supplement his missing knowledge and then take the tests as many times as he wants: he will be able to see the progress he has made. A company that wants to standardize the assessment can therefore set the following procedure:

Make it known that an open access test is available (for example on an intranet or an internal platform). While specifying that the results are anonymous or confidential, the company must also state the level at which everyone is expected to aim and the deadline by which they must take the actual test.
Employees complete the assessment one or more times at their own pace. They are free to answer questions, search for answers, and read displayed explanations when they give a wrong answer.
After the deadline, employees are invited to make a final evaluation. This phase will not be anonymous. Because it is a real test, it can be taken under controlled conditions and with a time limit.

In order for this approach to be relevant and work properly, it is necessary to have a sufficiently broad base of questions. Always with the goal of trivializing the assessment, it is important that even in the case of failure in the final test, no penalty is given. Failure alone is punishment enough to motivate people to work and succeed so they don’t fail a second time.

To those who failed to reach the required level, simply send an invitation to retake the test a month later. Again, there is never a penalty for failure. Of course, as part of the quality control process, if the knowledge measured during the test is essential to the success of the project, mission, or position, the decision may remain pending.

Companies are depriving themselves of the benefits of objective evaluation for fear of negative employee perceptions. Trivializing the rating and trivializing it is the best way to generalize it.