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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?

How does the MRI differ from other employee surveys?

First, most employee surveys do not measure both alignment and engagement, at least not in any quantified and useful way.  Instead, they tend to emphasize only employee engagement, or general morale or mass opinion/attitudes (at best, half of the issue).  Or worse, they try to measure employee satisfaction.  From an enterprise perspective of productivity, what correlation has ever been drawn between employee-satisfaction and productivity?  Employees who are trained and properly placed in their roles want to be engaged in meaningful work for  themselves and their organization.  Instead, customers should be satisfied.  Employees should be engaged and aligned.  If someone pays you whether or not you do your job well, you may be very satisfied but not very engaged.

 

Secondly, most employee surveys do not quantify their results into actionable intelligence.  Actionable intelligence is information that provides the basis for management to make decisions about how to run the organization.  To learn, for example, that the employees of an organization do not think they are paid enough may be interesting, but this information alone doesn’t help management very much in deciding what to do about it.  It is a “data point”, but it is not in context and provides no clues as to where the biggest problems are or what else is causing this disengagement.

 

Third, most employee surveys are given only once per year or even less frequently.  A lot can happen in a year.  We think employee intelligence should be as frequent as any other metric.  Financial statements, for example, tell how much money the organization is making or losing, and they are generated at least every quarter (usually every month.)  If management only received financial statements every year, they couldn’t make decisions quickly enough to fix problems or increase profit.  They could go bankrupt and not even know it.  In the same way, the MRI is a quarterly report, allowing management to make decisions based on actionable intelligence in a timely manner.

 

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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