So you’ve got a great team, and you’re excited about what the future holds. Everyone on the team seems to fit in the right spot, and you all work well together. Great!


But you’re a little concerned about all the statistics coming out these days about employee engagement—even before COVID-19 messed with all our rhythms. Employees are jumping from one company to another, the turnover rate is higher than you’d like it to be, and hiring costs are through the roof. You simply cannot afford for your employees to become disengaged. Not only for the company’s sake, but you also don’t want your employees to feel stuck or for working at your company to be dreadful. 


As a leader, you worry that your employees don’t feel like they can say what’s really on their minds. And statistically, you know it’s more than likely that some of your team members are disengaged, but it seems like everything is fine. So, now what?

The Judgment Index Employee Engagement Report

You may know a little bit about the Judgment Index from our previous blogs on it: The Judgment Index isn’t a personality assessment, but a tool to gain insight on someone’s values. It can help you identify who might be the best person to hire from the stack of resumes you recently acquired. 


The Judgment Index can also help you see which one of your team members is highly engaged and who isn’t. 


This isn’t so you can fire whoever it is that’s disengaged—that is not always the right answer to disengagement. It’s so you can help them become more engaged by understanding some of the reasons behind their disengagement. 


Hint: It may not have anything to do with work at all. 


The Judgment Index Engagement Report assesses an employee on twelve different categories. The scores in each of those categories can help you see where that person is struggling—and how you can help that person back to full health and engagement. The Judgment Index can help you care for your teammates and employees in above-and-beyond ways. 


The twelve categories break down into four quadrants: Personal Orientation (tolerance, dependability, patience), Personal Perspective (view of work, morale, drive), Personal Reserves (self-esteem, role satisfaction, motivation), and Stressors (professional, personal, life balance). 

Personal Orientation

Tolerance is a person’s ability to positively interact with a variety of people from different backgrounds and experiences. 

Dependability refers to a person’s capacity to do the right work on the right timeline. 

Patience is the amount of attention and energy a person is able to put into solving problems of various kinds. 

Personal Perspective

View of work is how a person understands the purpose and role of work in one’s life. 

Morale is the hope with which one works in a role or on a team toward positive outcomes even in difficult situations.

Drive refers to the conscious awareness that productivity requires energy and commitment.

Personal Reserves

Self-esteem is the amount of confidence, positive self-regard and awareness a person has. 

Role satisfaction, somewhat connected to view of work, is how a person feels about their current life position and where they are headed. 

Motivation is not the same thing as drive, but it is similar. Motivation is the ability to set and move toward specific goals for self-expectations and personal achievements.


Professional stressors are events and circumstances in the workplace that cause pressure and tension. 

Personal stressors are caused by non-work-related events or relationships at home or in a social setting. 

Life balance is how much time a person spends on work and non-work activities. Life balance directly correlates to a person’s ability to be fully engaged in the workplace. 


In the Judgment Index Engagement Report, each of these categories helps managers and business leaders understand the people on their team, and how to help teammates be more engaged and fulfilled by their work and role on the team.

Get Ahead of the Culture Curve

The Judgment Index can’t fix your engagement or culture problems, but it can help you figure out what kinds of solutions you might need. Unlike personality tests, the Judgment Index can not only quantify teammates’ judgment, but also show you areas that need correction or adjustment. It can help you know what kind of resources to look for to help your employees grow and improve, and it can measure engagement improvement with multiple assessments. 

Even if you’re not worried (yet) about your company culture or team’s engagement levels, it might be the perfect time for you to explore how the Judgment Index can help you. Fill out the form below to connect with Bart Justice, an Accredited JI Associate, who can administer and interpret JI results from your team and help your team find insight for and engagement.