MRX and its applications

Over the years, we have worked with 250+ startups and have seen organisations struggling with manager’s evaluation in the performance review. The 3 major challenges are:

1. Gather accurate, and unbiased feedback from direct reports

2. Manage biases and subjectivity from the evaluation

3. Maintain confidentiality of the direct reports from the feedback

Given how universal these challenges are, we’ve created MRX (Manager Recommendation Index).

As part of the PeopleCues employee engagement survey, we measure the MRX based on the question, “How likely are you to recommend your manager to your friends and colleagues?” This is combined with other questions that focus on the skills that a manager should have to lead a team with a healthy culture.

Why should I care about MRX?

Based on our work with 250+ startups, we have found that good managers have the maximum impact on employee sentiment. This makes sense: from the employee’s view, the manager is the spokesperson of the company’s culture and a representative of the senior leadership. If they are unhappy with their manager, they are unlikely to be happy with the company.

Now, how will this help me in manager’s perf review?

Unbiased feedback: Direct reports can give honest feedback anonymously, removing any potential for bias Consistency: Measuring MRX every quarter provides managers with the opportunity to work on any issues before the performance review Input for performance discussions: The calibration committee can use MRX as an input for performance evaluations