SURVEY SCALE TIPS FROM AN ORGANIZATIONAL PSYCHOLOGIST

When Lisa, an organizational psychologist, was tasked with designing an employee engagement survey, she faced a crucial decision: Should she use a 5-point or a 7-point Likert scale? While both were widely used, each had psychological implications that could impact data quality and interpretation.

Lisa knew that a 5-point scale (Strongly Disagree to Strongly Agree) was simpler, reducing decision fatigue for respondents. It worked well for employees who preferred quick and intuitive responses, making it easier to analyze trends without overwhelming participants. However, she also recognized its limitation, it might not capture nuanced opinions, as employees were forced to choose between a neutral middle or slightly extreme positions.

On the other hand, the 7-point scale offered more granularity, allowing employees to express more subtle differences in their agreement or disagreement. This was particularly useful for complex workplace topics like psychological safety or leadership effectiveness, where employees often felt "somewhat agree" was different from "agree." The downside? More response options could lead to indecision, slowing survey completion rates and introducing potential inconsistency.

After analyzing past surveys, Lisa made a data-driven decision: She used a 5-point scale for general engagement questions (e.g., workplace satisfaction), a 7-point scale for deeper topics (e.g., leadership trust), and added open-ended questions to provide employees with space to elaborate on their responses. This hybrid approach ensured clarity while capturing rich, meaningful insights from employees.

Her takeaway? Both scales have value, it’s not about which is better, but which aligns best with the survey’s goals and employee experience.