Helping organizational leaders
get the results they expect
from their employees

..........	. Do You Have Problems That Mansis Could Resolve? Many senior management feel that they're beginning to lose control over the direction of their business.  Results aren't happening as anticipated and the organization isn't progressing. Check to see if you experience any of these common symptoms?  Some of my employees are not responding to direction. I've asked for things to change but they don't seem to happen. It's like pulling teeth to get some employees to go in the direction I want. I'm always having to follow-up or run after my people to get them to do their jobs correctly. I've been trying to implement new things, but they never take hold. New initiatives quickly fade away. I'm frustrated. I seem to be solving the same problems over and over again, and not making the best use of my time. The quality of our customer service is becoming an issue and I need a better control over it. The business' structure is changing and our new roles are unclear. The staff aren't pulling together as a team. There's a lack of cooperation and everyone's going his or her own way. Poor work with some of my employees is consistent. They're not improving much or at all. We're doing well but I'm overworked, running around in circles, and there's not much "sense of urgency" with the staff. We're not progressing as fast as I want. Changes seem to take forever to happen. We have an opportunity to grow and progress, but I feel we're coming apart at the seams. My employee turnover is too high. I'm either losing good employees or those I select aren't working out. Here are other symptoms that you may or may not be aware of, but your employees will usually experience them:  Job descriptions and performance reviews are inconsistently used; Employee job orientation is infrequent or incomplete; Coaching practices of some your managers are insensitive or arbitrary; Performance records are incomplete or invalid; People are confused and over-defensive because direction and accountabilities are ambiguous; There is low morale because of poor or inequitable performance recognition and management practices; Departmental "silos" and other forms of protectionism; Too many errors because direction is inconsistent or unclear; Too much wastage and rework caused by unnecessary errors; Low trust in management because organizational direction and rewards are inconsistent; Feelings of personal guilt by management when disciplining their employees (especially termination); The level of stress seems unhealthy. More often, these common "people management" problems are symptoms of a few ineffective or missing management processes. These "holes" in the organization cause a myriad of difficulties for management and non-management employees alike. What is usually missing are processes to ensure that:   employees get communication regarding their job direction and performance; employees are coached; employees are trained; employees are motivated; and employees are developed. In fact, what is missing is a system to control how people are managed! The evidence is clear that how you and your management treat (manage) your employees, directly and very significantly impacts your business' productivity, profitability, customer service and employee turnover. How your people are managed is, at the very least, one of the most critical processes in your whole business. It can directly determine the life and death of the organization. Yet although the way people are managed is central and critical to success and progress, few organizations have effective control over it. For example, a business with "x" managers will commonly have "x" different ways of managing people, and with little control over the process. Businesses seem to have better control over petty cash and office supplies than how their people are treated. Do you know how your managers and supervisors are leading, directing and developing your employees?   Can you audit the process? Wouldn't you like to ensure that all management treat people consistent with your company values? What you can do to resolve these problems? From a quarter century experience with thousands of managers and supervisors, Mansis has found that, more often, the solution is: to implement a system into the organization (a set of procedures, forms, activities, policies, etc.); to make the use of this system a matter of policy; to teach organizational members how the system works; and then to monitor and ensure compliance with the system. In short, the Mansis approach is to prevent these problems by institutionalizing the way people are to be managed, so that good management practices aren't dependent on individual managers, but are a feature (and strength) of the organization itself. Then the way an organization manages people won't become a temporary add-on, but an asset, a competitive advantage and a permanent part of its culture. You can become an employer of choice.       next >>	. How We Work With Clients Are Mansis Services for You? Where We Can Help Mansis Philosophy A New Publication Download Demo Product / Services Texts / Videos The Mansis System Latest News . Farm Management Program .

......................... .......................