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“If you cannot measure it, you cannot improve it.”  — Lord Kelvin (1883)

Frequently Asked Questions (FAQs)

What is the MRI?

Does the MRI measure individuals or organizations?

What’s valuable about the MRI?

How does the MRI measure productivity?

Can you give some examples of Alignment and Engagement?

One example is the employee who has worked the same job for thirty years, has never received a promotion or much of a raise, and thinks he is taken for granted.   He knows his job and all the ins and outs of the organization, but may hate his job, his boss, and/or the organization.  This is an example of an employee who is highly aligned but poorly engaged.

 

The opposite is the new employee.  He is raring to go, but is not completely sure what his job actually entails and certainly unaware of the particular politics and culture of the organization.  He is usually very highly engaged but poorly aligned.  Too often, in six months we may find this new employee to be much more aligned but much less engaged.  His short experience has given him more comprehension about his job and the organization, but has also sapped his enthusiastic engagement. What has happened to him during this period?  He is exhibiting the effects of the management system, its personnel and/or its systems.

 

How does the MRI differ from other employee surveys?

What actionable intelligence is found in the MRI?

Who gets this information?

What do they do with the MRI intelligence?

What kind of organizations can use the MRI?

Can you briefly explain the MRI process?

How much does it cost?

Why shouldn’t every organization use the MRI?

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Unlocking the Potential of Human Capital

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