MANAGEtoWIN - Problems We Solve

Your employees are busy, but are they working to the best of their ability? According to the Gallup Organization the answer is “no.” Gallup has concluded 75% of your employees are not fully engaged and so are not contributing their best working for your company.

Every company wants more top performers, but few take the time to develop best practice processes to improve efficiency, effectiveness, revenue and operations throughout their organization.

The biggest problems are that there has been no automation of best practices and leaders get distracted with employee personalities and client fire drills.

SOLUTION: MANAGEtoWIN enables you to easily define clear, measurable best practices for your company. These can be goals, career paths, marketing campaigns, sales processes, new hire onboarding or other ways you have defined to achieve top results.

Here is how it works:

Best Practices: Define your best practices as a series of tasks within milestones to be achieved. Although the process is assigned to one person, each task or milestone can be assigned to multiple people.
Reminders: You can set reminders for each task so employees are emailed reminders in advance of due dates. You can even extend these tasks into Microsoft Outlook.
Notifications: When you write your process with tasks then you can also define one or more people to be notified when each task or milestone is edited or its status changes (i.e. In Progress to Behind Schedule).
Approval Workflow: You can set random or sequential workflow to approve milestones or tasks have been completed in a manner that meets your standards.

Automating best practices in MANAGEtoWIN enables your organization to compete more effectively, increase revenue and lower costs.

Writing performance reviews can be a once-a-year agony. Numerous polls and studies conclude that performance reviews are the second most hated thing managers do.

There are three common ways companies address annual employee performance reviews:

Managers spend 1-3 hours or more writing each employee review in a word processing or spreadsheet program.
Managers check-off boxes that do not specifically explain how employees are performing.
The company does not do reviews (This is a BIG legal liability and very discouraging for employees.)

Properly done performance reviews are like a discussion between a coach and their team during halftime of a sporting event according to David Russell, author of the book Success With People and CEO of MANAGEtoWIN. Meet with your people to review their performance on your mutually agreed upon game plan. Then together, plan the employee’s next bold moves!

SOLUTION: MANAGEtoWIN enables you to automate your performance review process so comprehensive, professional-looking reviews are written in 15-30 minutes.

Consider these benefits.

Assign Multiple Forms: You can create and assign multiple forms to each employee including forms for annual reviews, quarterly reviews, self reviews and engagement evaluations.
360 or Multi-rater Feedback: You can ask people to provide feedback as part of your reviews, or create 360 review forms to ask people for anonymous feedback or multi-rater forms that allow multiple people to go on record with their appraisal of the performance of others.
Competency Editor: Your MANAGEtoWIN site includes over 170 competencies with automated text supporting 4-point and 5-point ratings of the behaviors of each competency. You can use any of these as a template for a new competency or create your own from scratch.
Form Editor: Your MANAGEtoWIN site includes 32 sample review forms. You can use any of these as a template for a new form or create your own from scratch.
Historical Evidence: As the years pass all your employees have a growing record of their reviews in MANAGEtoWIN for quick and easy access to support rewards, discipline and promotions.

Automating reviews in MANAGEtoWIN saves managers time, provides employees with more comprehensive feedback and establishes an important record of employee performance.

Watch this brief video to see how simple it is to write professional, meaningful performance reviews in MANAGEtoWIN.

Stephen Covey estimates 81 percent of your employees do not have clearly defined goals. Consider the impact of this situation. This means for every one employee who is fully engaged because they understand their responsibilities, you have four employees who are not fully engaged.

According to a recent WorkUSA Survey fully engaged employees are 26 percent more productive. Unfortunately for most companies only one in five employees are fully engaged and thus doing their best.

SOLUTION: MANAGEtoWIN enables you to quickly and easily define clear, measurable goals for your company. Then you can link individual goals so employees can contribute to those company objectives.

That’s not all. You can also define your goals clearly so major milestones and tasks are completed on time more often.

Consistent Format: Define your goals in a consistent format throughout your organization so everyone is cross-trained to pursue clear, measurable objectives in a consistent manner.
Goal Hierarchy: Motivate employees by allowing them to see how their goals relate to the objectives of co-workers, senior people and your overall organization.
Team View: Employees can also be allowed to see how their goals relate to the objectives of other members of their team.
Progress Notes: Employees and management can enter notes on how employees are progressing towards their goals, and these notes are available when the employee’s performance review is written.
Automate Follow-up: You can define your goal as a best practice process with specific milestones and tasks so the employee is reminded to complete each task, managers are notified of changes in status and there can be approval of accomplishments.

Goals in MANAGEtoWIN automate accountability for results so your company performs better.

Watch this brief video to see how you can help your people achieve more by clearly defining measurable goals and automating your follow-up process in MANAGEtoWIN.

You verbally reprimand employees for serious mistakes or compliment them for something they did that was outstanding. Because these events are communicated verbally, employees often do not fully accept responsibility for the mistake or feel valued for their contribution.

Recently we heard of an employment lawyer who defends companies against employee lawsuits. During the historic recession of 2009 this lawyer’s business increased by 300 percent because his clients were being sued more than ever by employees.

When you neglect to put these events in writing then your company is more susceptible to and liable in employee lawsuits, employee productivity suffers and turnover increases.

SOLUTION: MANAGEtoWIN enables you to instantly document an employee problem or success in their employee record. You can even have them sign an employee warning statement and attach it to their digital record in MANAGEtoWIN.

There are additional benefits.

Improve Productivity: Employees are held accountable when their behavior is below your standards so they work more diligently to exceed your objectives.
Legal Protection: Written documentation of significant mistakes also supports any future legal action.
Motivate Employees: Managers are more effective when they document employee success, such as an email from a client complimenting the employee. Showing the employee how this has been added to their employment record in MANAGEtoWIN is motivational.
Strengthen Reviews: These events, or log events as we call them, are then available to managers when they are completing their performance review on MANAGEtoWIN. This helps managers remember back beyond the most recent 30-60 days of work experience.

Employees are motivated to achieve greater results when they know their behavior is being documented in MANAGEtoWIN.

Employees do not understand how they are growing professionally in their current jobs so they do not feel there is a future for them with your company.

According to a recent Harris poll, 75% of employees are unhappy in their jobs. They do not feel their job is secure and they are not broadening their skills or experience.

Career paths are a growing best practice among top companies to retain top talent yet too many companies do not clearly communicate each employee’s future with their organization.

SOLUTION: MANAGEtoWIN enables you to automate the process of developing, assigning, managing and holding people accountable to career paths by allowing you to:

Write Once Apply Often: Create a career path for one person and easily copy it to others to save time and extend best practice career development throughout your organization.
Stay on Schedule: You can set reminders for each step of the career path so employees are motivated to continue their professional development on schedule.
Automate Follow-up: Define who gets notified – the boss, a coach, a mentor and/or others – when the employee updates their career path so they can be recognized for their progress.
Confirm Expectations: You can also add automatic approval workflow so executives strategically confirm top employee progress towards their career objectives.
Real-Time Reporting: At any time you can see how one or more employees are progressing on their career paths and each step can be documented with uploaded documents to confirm certifications, trainings, meetings, assignments and other activities or objectives have been completed.

Your company can retain top performers longer when you automate career paths in MANAGEtoWIN. It also improves the performance of other employees by holding them accountable to improving their skills and experience.

Companies avoid HR software because they think of PeopleSoft and other software designed to serve Fortune 500 companies that is complex and confusing for employees to learn.

Some firms opt to go with separate human resource information system software and employee performance management software. Often these are not integrated, have different interfaces for employees to learn and create two individual databases tracking employee activity within your firm.

SOLUTION: MANAGEtoWIN gives you a competitive employee performance management system and human resource information system as a single solution. You have all employee information in one simple yet sophisticated solution.

We have two clients, one with 1,000 and another with 7,000 employees serving in about 30 countries, who chose MANAGEtoWIN in part because they knew they could extend MANAGEtoWIN into any country in the world and their people would be able to understand how to use it.

Here are some of the reasons why they chose MANAGEtoWIN:

Lower Training Costs: The design of the screens accessed by employees are easy to understand even across different cultures. This substantially lowers your training costs for people to fully utilize your talent management software solution.
Configure Your Way: The section names, sub-section names, field names, drop-down lists, error messages and help files can all be changed to support a different language or just your company culture. For instance, you may say objectives whereas we offer goals. Or you say evaluations when we offer reviews. It’s a simple change.
Limited Access: You control what pages your employees view or edit by their security role in MANAGEtoWIN so you can keep certain pages confidential. This is very quick and easy for you to change too if you decide to provide greater or less access in the future.
You Can Find It: When your HR or office manager leaves you can still find all of your employee data because it is in MANAGEtoWIN instead of scattered through different files, Post-It Notes, digital documents on various hard drives and handwritten documents in various locations.
Supports Promotions: When new managers are hired or promoted then they have complete employee information to understand the skills, experience and capabilities of the people assigned to them.

Your people will use MANAGEtoWIN more because it is easy to use. This helps you extend best practices more easily, pursue results more completely and fully engage your employees to become the best they can be.

The economy has certainly taken a hit recently so it is important to spend money only when the investment increases revenues and/or lowers costs. Not many companies have extra money to spend.

Your biggest expense is people. You are constantly investing in hiring and training employees so they have the skills and experience necessary to excel in their jobs. The cost of employee turnover is conservatively 1X their annual compensation (we have seen studies concluding the cost is 1-24X annual compensation).

Therefore how can you not only retain people, but increase the number of employees who are fully engaged in giving you their best?

SOLUTION: MANAGEtoWIN gives you a combination of low-cost and high-value so your company can maximize profitability during these challenging times and beyond. Here are some of the ways our software can help your company:

Automate Accountability: David Russell says the two biggest problems of leaders are not setting clear, measurable goals and not following-up. MANAGEtoWIN is an easy-to-use tool to define your objectives and then automates the follow-up process to increase your success.
Motivate Performance: Your people increase their motivation to achieve more through goals, career paths, performance reviews, documenting significant employee events, tracking recognition and extending best practices in MANAGEtoWIN.
Increase Cash Flow: Focus your people more clearly on specific tasks that lower costs and increases revenue. Track their results real-time in MANAGEtoWIN so you become an intentional leader rather than someone who is assuming people are working diligently.
Low Cost: MANAGEtoWIN is priced less than comparable employee performance management software, but you also receive a full human resource information system at no additional cost!
Month-to-Month Subscription: Rather than pay large upfront licensing fees MANAGEtoWIN allows you to pay a low month-to-month subscription that can be cancelled at any time without penalty.

Bersin and Associates projects the market for talent management software will grow 15% in 2010. We believe this is because companies need to more intentionally engage their employees to achieve their best. You do too.