If the answers here are different, then it is better not to count the results

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Use precise and simple wording
After developing the competencies that are important for the employee being assessed, describe them through situations related to the employee's behavior. The wording should correctly explain the meaning.


To assess one competency, offer several statements
For example, to understand how well an employee copes with teamwork, find out whether he helps colleagues, asks for help himself, is able to communicate constantly, coordinates his actions with the team, or does not provide any information.

Come up with similar questions
Some questions in the questionnaire may say the same thing or contradict each other. This approach allows you to assess how carefully a person reads and answers the questions.


The same answers in these questions will contradict each other, which dominican republic phone number list indicates their unreliability or the participant’s inattention.
Create questions that are worded differently but essentially mean the same thing. Here's an example:


Add answer options "No information" or "I don't know"
Answers must be honest. If a participant cannot answer a question accurately and has not encountered a person in a similar situation, it is more correct to answer "I don't know" than to provide incorrect information.

But it is worth considering that questionnaires that contain a large number of such answers may be unreliable. If there are many such answers, perhaps the participant was selected for the group by mistake and does not interact with the employee very often. Otherwise, he is bored with this survey and does not take it seriously enough.

Avoid extremes
When formulating evaluation questions, do not use words like "always" or "never." These may be options for the participant to answer, but do not sound like a statement in the questionnaire.