Strategically Respond to Your 1-5 Ratings

So, you have been using the Rhonda platform to check-in, engage and communicate with employees for a couple of weeks now. You are seeing engagement you have never seen before, and employees are sharing information with you that you never knew existed. You feel empowered, aware, and super(wo)man like.

Like most of our users, you are sending out a weekly message (most likely Friday afternoon) asking, “On a 1 (horrible) to 5 (wonderful) scale, how was your work week?”

GREAT! You now know you have 49 fives, 56 fours, 36 threes, 17 twos, and 4 ones. So, what’s next? You’ve started the conversation, it’s now more critical than ever that you finish it.

As subject matter experts on employee sentiment, we have provided example responses for the ratings you receive from your people.

At Rhonda, we are more the “good news first” kind of people. Therefore, let’s begin by dissecting our 5s and 4s.


Wonderful! Your employee is happy, they are thriving and want you to know it. But what triggered this 5? To maintain their happiness, or spread this joy to other employees, it’s important to find out what exactly put the pep in their step this week.

Here are examples of the responses we use to respond to a rating of 5, and in turn, receive the most data from these culture curators.

  • “What is one thing that made this week a 5 for you?”
  • “It makes me happy when you are happy. How did (company name) support you in having a wonderful week?”
  • “What was better this week than last?”
  • “Use one word to describe your week.”


Lovely! Your employee is satisfied. They are just on the cusp of being a 5… or are they on the cusp of being a 3? This is important information that should be discovered by probing a little deeper into the conversation.

When an employee rates their week a 4, consider adding the following messaging into your Rhonda response:

  • “What would have made your week a 5?”
  • “Is the reason you are not a 5 due to personal or work-related reasons?”
  • “What can (company name) due to make next week a 5 for you?”


Your threes can slip under the cracks and be forgotten about. However, your threes are in a pivotal position. They will either trend downwards or spiral in a positive direction. This is your chance to catch an employee before they become truly unhappy.

First, let’s ask the question if this is a personal or work-related rating.

If the employee notes that their rating is due to at-home reasons, then perhaps you can point them into the direction of your EAP or provide them with a motivational quote.

If the employee notes that the rating is in fact work-related, here are various Rhonda responses to use:

  • “Thank you for being honest with me. Please describe the reasons for your rating.”
  • “How can (company name) improve your rating?”
  • “What specifically would have made your week a 4?”
  • “Would you like to speak about your rating in-person?”

One on one conversation is a great way to clear the air about all issues an employee is facing and get them on the right track to becoming a 4 or 5. However, in-person meetings are not for everyone. Some may prefer a quick phone call, or strictly Rhonda based conversation. Whatever form of communication is used, it’s important to communicate and uplift the threes as much as possible.


Due to the severity of these negative ratings, you may as well react equally to both. Thanks to Rhonda’s automatic notification feature, you will instantly be aware of a low rating. As soon as you see a 1 or 2 rating a red flag should be raised in your mind.

Unhappy employees mean toxicity in the workplace, lowered performance, little to no motivation or worse, an employee on the verge of quitting.

First off, it’s essential to reassure the employee that you understand they are unhappy. Consider starting the Rhonda response with, “I am sorry to hear you are unhappy. Our goal at (company name) is to keep everyone happy and motivated.”

Secondly, similar to what was discussed above, inquire if the rating is due to personal or work-related events.

If it is determined that the negative rating is due to work-related events, we recommend continuing the conversation with the following:

  • “Thank you for being vulnerable and sharing your rating with me.”
  • “(Company name) wants to do everything in our power to boost your happiness.
  • “If you wish to continue this conversation in person please let me know.”
  • “Please let me know what exactly caused your week to be a 1 or 2?”
  • “What can (company name) do to boost your rating for next week?”

It’s essential to use Rhonda to keep tabs on your low scorers. If an employee remains a 1 or 2 over many weeks, stronger actions should be taken to resolve the issues your employee is facing. Sometimes letting an employee go is best for the well-being of the individual and the organization.

You may believe the ultimate goal is to achieve a sentiment score of 5 from every individual at your organization. However, it’s important to remember that an organization full of fives has zero room for growth. A fluctuation in ratings means that your employees feel safe to honestly disclose how they are feeling, empowering you to learn and improve.

Get started with a Rhonda pilot today and receive the sentiment rating of your people in minutes!

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