Big Five Scores: How to Read Low, Average and High
How to interpret low, average and high scores on each Big Five trait, and why no score on any trait is "bad".
You have taken the Big Five personality test and have five bars. What do the numbers mean, and what should you do with them? This page explains how to read low, middle and high results on each trait, and what not to read into them. For the background on the model, see the Big Five explained.
First: what the score is
For each trait, our test adds your answers to ten items (after reversing the reverse-keyed ones) to get a raw score from 10 to 50, which is shown out of 100. A score of 70 means your answers leaned clearly toward the high end of the statements for that trait. It does not mean you are higher than 70% of people. We have not collected a representative population sample, so the bar shows where your answers sit within the possible range. Scores of 60 or above are described as leaning high, scores of 40 or below as leaning low, and the middle as a balance of both.
Reading each trait
| Trait | Leaning low | In the middle | Leaning high |
|---|---|---|---|
| Openness | Practical, conventional, prefers the familiar and proven | Balances new ideas with routine | Curious, imaginative, drawn to ideas, art and novelty |
| Conscientiousness | Flexible, spontaneous, relaxed about plans and order | Organised when it matters, relaxed when it does not | Organised, disciplined, reliable, goal-focused |
| Extraversion | Reserved, prefers quiet and small groups, recharges alone | Comfortable both with company and alone | Sociable, energetic, assertive, seeks stimulation |
| Agreeableness | Direct, competitive, sceptical, comfortable disagreeing | Cooperative but willing to push back | Warm, trusting, cooperative, avoids conflict |
| Neuroticism | Calm, steady, recovers quickly from stress | Normal ups and downs | Feels stress and negative emotion more strongly; vigilant |
Strengths and costs at each end
No end of any trait is good or bad in itself. The same tendency helps in one setting and hinders in another.
- Openness. High: creative, adaptable; but may be restless or less practical. Low: dependable and focused on what works; but less eager to change.
- Conscientiousness. High: strongly associated with academic and job performance across studies; can tip into perfectionism and inflexibility. Low: adaptable and spontaneous; may struggle with deadlines and routines.
- Extraversion. High: energised by people and activity, tends to report more positive emotion; may take more risks. Low: thoughtful and often good at focused solo work.
- Agreeableness. High: builds trust and cooperation; may find it hard to say no. Low: advocates for itself and challenges ideas; may seem blunt.
- Neuroticism. High: more prone to worry and low mood and to stress reactions, and often more alert to risks. Low: stays calm under pressure and may underestimate risks.
Look at the profile, not single scores
The combination says more than any one trait. High conscientiousness with high neuroticism often looks like an anxious perfectionist; with low neuroticism it looks like a calm, effective planner. Two people with the same extraversion can come across very differently depending on agreeableness. Your profile is a description, not a prescription.
Cautions
- Self-report bias. People answer according to how they see themselves, or how they would like to be seen. Ask someone who knows you well to rate you as well for a different perspective.
- Mood and context. Results shift a little with mood, stress and which situations you picture. Retests will differ slightly.
- Not a clinical tool. A high neuroticism score is not a diagnosis. If anxiety or low mood is troubling you, speak to a health professional.
- Not for hiring. Self-report personality tests are open to faking and should not be the sole basis for selection decisions.
What to do with your result
- Pick the one or two traits where your score surprised you and think about whether they match how others see you.
- Think about your environment: does your job, study or home suit your profile?
- If you want to change a habit, treat the trait as a tendency and work on specific behaviours, such as planning or reaching out to people. Traits shift slowly on average over adulthood, and behaviour can change faster.
Frequently asked questions
Is a high score better?
No. A higher number means you are further toward one end of the trait, nothing more.
Can my personality change?
On average people become more conscientious, agreeable and emotionally stable from young adulthood into middle age, and individuals can change, particularly with major life changes. Change is usually gradual.
Is the Big Five better than MBTI?
Researchers prefer it because traits are continuous and it has stronger evidence for reliability and prediction. See the comparison in our Big Five article.
Sources
- Goldberg, L. R. (1992). The development of markers for the Big-Five factor structure. Psychological Assessment, 4(1), 26–42.
- Roberts, B. W., Walton, K. E., & Viechtbauer, W. (2006). Patterns of mean-level change in personality traits across the life course. Psychological Bulletin, 132(1), 1–25.
- Barrick, M. R., & Mount, M. K. (1991). The Big Five personality dimensions and job performance. Personnel Psychology, 44(1), 1–26.