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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?

What actionable intelligence is found in the MRI?

Who gets this information?

What do they do with the MRI intelligence?

Historically, employee-related information and other “soft” stuff is gathered because the CEO or other authority thought it sounded like a great idea, but it almost never results in management decisions or lasting changes.  The MRI is different is a lot of ways, but here’s two.


1) When the managers/supervisors see their respective MRI reports—particularly their MRI value—and are informed that the higher the number the better it is, then they will automatically want to get that number up.  If they are further told that they will be getting an MRI report every quarter (and especially if upper management tells them that their MRI scores are important metrics of their management performance), they will do whatever they can to cause those numbers to rise.  They may need some guidance as to what the specific issues mean and how best to deal with them, but that’s what our consulting partners are for; and,

2) The MRI Summary Report will provide client management with prioritized issues they may want to address.  We, or our consulting partners will recommend specific strategies to help fix the identified issues with training, coaching, reorganization, system audits, policy reviews, or any number of other techniques.


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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