My people, make we talk true. You don ever see one profile with 4.8 and your heart just soft like gala for dashboard? Calm down.
That 4.8 fit be real… or fit be the kind of 4.8 wey come from only 5 people (one be the aide, one be cousin, one be “chairman’s boy”, and two be people wey just dey do “God when”).
Step 1: Start with the average score (but no marry am)
Average score na like first impression. E fine, but e no be marriage certificate. Use am to know whether people dey generally happy or vex.
Step 2: Check rating volume (this one dey expose yawa)
If the score high but the ratings few, treat am like new barber wey never cut your hair before: admire, but no sit down with full confidence yet.
As a rule of thumb:
- High score + low volume = “interesting, but we still dey observe you.”
- Moderate score + high volume = “this one be market verdict.”
Step 3: Read written feedback like detective
Now this is where suspense enter.
Some reviews go sound like:
- “He is doing well.”
- “Nice leader.”
Okay… doing well for what exactly? When reviews no get details, you should ask yourself: is this real experience or just vibes?
Better reviews mention specifics: road patching, primary health centre, school rehab, response to flooding, market sanitation, staff attitude, billing fairness, police responsiveness, and so on.
Step 4: Look for trends (the silent gist)
If a leader start strong then the ratings begin drop month by month, that’s not “people are jealous”. That’s usually service delivery reality catching up.
Step 5: Misconduct signals and reports (handle with sense)
Misconduct reports matter, but use common sense. One allegation with no pattern is different from repeated complaints across time.
Small checklist before you conclude
- How many people rated?
- What are the most repeated issues?
- Are the reviews specific or just “nice leader”?
- Is the trend improving or declining?
When you use this method, you no go fall for “packaging”. You go rate with evidence, and Naija go better small-small.