Judgment Index USA releases Employee Engagement Index (EEI) assessment tool.

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“Unlike other Engagement Reports, the Judgment Index Employee Engagement Index measures areas that are deemed the real reasons someone stays or leaves their employment (behavior & attitude toward work), things other assessments don't measure", stated Bill Wilson, CEO

JI Employee Engagement Index

Unlike other Engagement Reports, the Judgment Index Employee Engagement Index measures areas that are deemed the real reasons someone stays or leaves their employment (behavior & attitude toward work), things other assessments don't measure.

Judgment Index USA, a Chattanooga, Tennessee based consulting & marketing company has released its new Employee Engagement Index. Its Judgment Index™ (JI) assessment tool is commonly used in employment screening and selection, workforce retention, safety & risk management, wellness implications and return to work aspects for the impaired, disabled or “stuck” employees. Another valuable component of JI Platform is the Judgment Coach, a series of streaming coaching videos four to five minutes in length that further drive the development aspect of improving judgment. The JI and the work of Dr. Steve Byrum, President, Judgment Index USA, are benefiting a large number of organizations globally. The company currently has operations in the USA, UK, Germany, Netherlands and coming to Australia soon.

“Unlike other Engagement Reports, the Judgment Index Employee Engagement Index measures areas that are deemed the real reasons someone stays or leaves their employment (behavior & attitude toward work), things other assessments don't measure,” stated Bill Wilson, CEO.

The purpose of this report is to assess the degree of engagement reflected in a person’s values and its parallel judgments. Engagement is examined in four primary dimensions and twelve categories of insight. By using this report, it is possible to be more highly predictive about a potential employee’s degree of engagement. In addition, by using the report to better understand present employees, it will become clearer how it is possible to develop and improve the potential for higher levels of engagement.

In Jim Collins’s book Good to Great, he emphasizes the importance of having the right people in the right seat on the right bus. Arguably, the most critical seat is held by the bus driver who must guide the bus in the appropriate direction and makes sure it arrives on schedule. To be successful, the driver must be completely engaged in his work while handling distractions along the way. Like the bus driver, Key Leaders of any organization must be engaged, must have a bus (platform/product/ideas/mission), must be certain the right people are in the right seats (engaged employees/job fit for best performance) and must know where they are going (business direction/master plan, goals & targets.)

Engagement as defined by Judgment Index USA is the emotional attachment an individual feels towards an organization. It is a critical factor in determining the discretionary effort, loyalty, morale, motivation and ultimate performance of an employee.

The roadblocks, potholes, and detours experienced by drivers and business leaders are common concerns to every industry.

  •     Turnover / Attrition Rate
  •     Cost of a bad hire / Replacement Cost
  •     Absenteeism
  •     Shrinkage
  •     Safety / Accident Reports
  •     Compliance Related Concerns
  •     Issues Related to “Poor Judgment”

Engaged employees help “shrink” these events, disengaged employees help “create” them.

The Judgment Index Employee Engagement Index (EEI) provides:

  •     Provides key information to an employer about the level of engagement of their employees.
  •     Shows what your employees need to do to become more engaged.
  •     Shows if a person has the judgment capacity to meet the judgment demands for effective engagement.
  •     Pinpoints specific aspects of judgment directly related to the above list of concerns for each employee.

High Level Results that we are seeing:

  •     In general, 31% of employees are Actively Engaged and 19% are Actively Disengaged.
  •     Engaged employees plan to stay for what they give; disengaged employees stay for what they can get.
  •     Identification of ways you can effectively communicate to your employee audience.

To learn more regarding the JI Employee Engagement Index, contact Roger Wall, CMO, Judgment Index USA at 615-656-5978 or click here for additional Employee Engagement Index information. Judgment Index USA also offers specific applications for hiring, retention, risk management & safety, wellness and managing ambivalence & resistance to returning to work for the impaired, disabled or just stuck employees. wwwdotJudgmentindexdotcom

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Roger Wall
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