EazyMirror

Enhancing KPI-focused management assessment

Traditional management assessment through KPIs and deliverables provides valuable performance data, but ignores a critical parameter: What's the engagement level of those delivering this performance? Your KPIs tell you what was achieved, but don't empower managers to understand whether their teams are performing at their true potential.

This absence of qualification of the performance level achieved leaves managers without the actionable insights they need to improve. A team can consistently meet KPI targets with disengaged employees, but managers may not realize the tremendous untapped potential on the table. When managers have access to the engagement they generate alongside performance metrics, they can take ownership of maximizing their team's capabilities.

The solution: MGES

The MGES (Manager-Generated Engagement Score) provides managers with the actionable insight they need: concrete data on the engagement outcomes they actually achieve with their teams.

MGES empowers managers by complementing traditional KPI reviews with feedback on the engagement outcomes they generate. While KPIs show what was delivered, MGES reveals whether managers are creating the conditions for their teams to excel. This puts the power—and responsibility—directly in managers' hands to explore and activate potential improvements.

Why MGES is different from traditional engagement surveys

Traditional engagement surveys usually ask about manager behaviors ("Does your manager listen to you?" "Does your manager empower you?") and then deduce engagement levels from these behaviors. This is as relevant as relying on the ingredient list to guess the taste of the final dish.

Since MGES only measures the actual outcome, it avoids assumptions about causality by measuring only the result: the actual level of manager-generated engagement.

The key difference: Traditional surveys diagnose what managers do. MGES measures what managers achieve. You can have a manager who checks all the behavioral boxes but still fails to generate engagement, or vice versa. Leadership should only focus on outcomes and let each manager be responsible for diagnosing their own ability to generate that outcome and act accordingly.

When managers can see both their performance results and the engagement behind those results, they can take action to improve the level of engagement they generate to unlock their team's full potential.

The 4 engagement outcomes measured by MGES

Outcome assessed	Question asked (0-4 scale)
Leadership attractiveness	1 - How likely are you to recommend a friend to join the team led by your direct manager?
Performance motivation	2 - How much does your direct manager motivate you to give your best performance?
Leadership loyalty	3 - How strongly do you want to continue working under your direct manager's leadership?
Talent magnetism	4 - How well does your direct manager succeed at attracting and retaining high-performing team members?

Recommended two-phase approach: Putting managers in control

Phase 1: Initial scores, along with the average score of other managers in the organization, are transmitted exclusively to each manager in a strictly confidential manner. Managers retain complete autonomy over if, when, and with whom to share their scores. This ensures psychological safety conducive to self-reflection and improvement.

Phase 2: After a predetermined grace period, their subsequent scores become accessible to predefined stakeholders (superiors, HR, or peers). Managers know they will be accountable when their MGES is shared but that they have the grace period to improve their score.

This approach, which includes comparison with the average of other managers, empowers managers to take charge of their leadership evolution. It often motivates those with lower scores to actively initiate a professional development process that may include training or coaching—because the decision to improve comes from them, not from someone else.

Anonymity guaranteed

Respondents benefit from complete anonymity throughout the process. Discover our anonymization process

Free or very modest cost

A very simple process

Choose between the Standard survey or the Custom survey, which allows you to write your own questions
Enter the email addresses of respondents to invite them to respond
Specify some parameters such as the deadline for responding
Send out the invitations
Each respondent receives an email with a personal link that allows them to answer the four questions
Within 24 hours of the deadline, you will receive the score by email

Take action to empower your managers

	Use our reference questions to enable dual benchmarking. Managers can not only compare their scores with the average of their internal colleagues but also with the average of other organizations (external benchmarking). Leadership can compare the engagement performance generated by the organization's managers with the average of other organizations.
	For personalized measurement that addresses your specific concerns, adapt the questions. Managers receive internal benchmarking data to compare with colleagues’ average, but without external benchmarking.
Contact us	to discover how the Enterprise version can provide even more actionable insights for your managers and enhanced benchmarking capabilities.

As a complement to traditional KPIs: measure the engagement your managers truly generate

Empower your managers to maximize their team's potential through data-driven self-awareness