MRX and its applications
Over the years, we've partnered with 300+ startups and observed three recurring challenges when it comes to evaluating managers during performance reviews:
Gathering honest and unbiased feedback from direct reports
Managing bias and subjectivity in the evaluation process
Maintaining confidentiality for direct reports providing feedback
To address these challenges, we've introduced MRX (Manager Recommendation Index).
What is MRX?
As part of the PeopleCues Employee Engagement Survey, we capture MRX using the question:
“On a scale of 0-10 how likely are you to recommend your manager to your friends and colleagues?”
This is supplemented with other questions assessing critical managerial capabilities required to build and lead healthy, high-performing teams.
Why MRX Matters
Based on our experience across hundreds of orgs:
Managers significantly influence employee sentiment.
To employees, the manager often represents the company’s culture and leadership.
How MRX Supports Manager Performance Reviews
Unbiased Feedback: MRX is based on anonymous input from direct reports, ensuring honesty without fear.
Quarterly Tracking: Enables managers to track and improve before formal reviews.
Performance Input: Acts as a valuable data point for calibration and performance evaluation discussions.
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