FAQ

Select the category you are interested in:

• Self-service deployment

Self-service deployment:

Can you implement management tools and organize your company yourself?

Yes. If you are a business owner or have the right to influence the organizational component of the entire business, then you can implement management tools yourself. To do this, we have prepared for you a series of step-by-step actions that you need to follow to launch a particular management tool. They are listed in the e-courses, in the "Training" section.

There are incomprehensible wording in the templates for regulations and orders. Can I replace them?

You can change documents at your discretion. We recommend that you do not change only the names of management tools, namely: Organizational structure, functional responsibilities, performance indicators and weekly planning. Replacing these concepts is fraught with the fact that employees will have a discrepancy between the new rules of work and what they are called in the system itself.

Can I assign eLearning courses to subordinates?

Yes. You can do this through the "Training" section, the "Subordinate courses" tab, and by clicking the "Assign course" button. That being said, please note that the courses are geared towards the business owner. And the information provided there may be misinterpreted by subordinates.

There are incomprehensible wording in the templates for regulations and orders. Can I replace them?

Is it possible to introduce management tools and to organize the company on your own? In templates of regulations and orders, there are incomprehensible wording. Can I & nbsp; replace them?

• Deploy with a consultant

Implementation with a consultant:

Who is a consultant?

Consultant is an expert in the field of business systematization, helping the owner to put things in order in the company through the implementation and effective use of management tools. The Systemator's consultant has the following competence and qualifications: at least 5 years of experience as a business systematization consultant, at least 5 years of conducting business training, from 100 systematized companies that have implemented management tools, at least 5 years of experience in running their own business, at least 5 years of managerial experience

What is the main task of a consultant?

The main task of the consultant: to help the owner of the company to implement and successfully apply management tools to increase income, scale the company and exit the owner from operational activities

Why hire a consultant for implementation?

The Consultant should be involved for several reasons:
1) The introduction of management tools is several times faster and more efficient due to the use of the consultant's experience, as well as additional control over the implementation of management tools, the company saves financial and time resources;
2) The owner of the company does not make mistakes in the implementation and application of management tools, which entail additional time to correct mistakes and financial costs.
3) The consultant gets to know the company from the inside, understands the specifics of its activities and the level of consistency of the company, which significantly affects the speed and quality of implementation of management tools during systematization

How long can it take to organize a company?

Systematization of a company is a set of actions for the implementation of management tools for the development of a company. One of the important factors is the owner's time, which he can devote to organizing the company. Organize a company using a toolo control "Systemator" can be done in 2-3 months with high dynamics of systematization. With the involvement of a consultant, the implementation of management tools is faster

Does the consultant take into account the specifics of the company's activities?

The consultant helps to optimize management tools, taking into account the specifics of the company's activities, so that management tools give the maximum effect from application, are not formally implemented and do not need to be corrected. To understand the specifics of the activity and the situation in the company, the consultant asks questions to the owner with regular coordination. The consultant "Systemator" has experience in organizing companies in different areas of activity and takes into account the peculiarities and situation of the company, which he helps with systematization

Does the consultant control the timing of tasks to organize the company?

The consultant controls the schedule for the implementation of management tools, supports, reminds and motivates the owner and members of the project team to timely and efficiently complete implementation tasks

What is a project team?

The project team is the key employees of the company who, together with the owner, implement and apply management tools, help the owner with systematizing the company

There are incomprehensible wording in the templates for regulations and orders. Can I replace them?

The consultant provides moral support to the owner of the company and the members of the project team when systematizing the company, regularly initiates communication with the owner of the company, motivating him to perform tasks to systematize the company and exit from operational activities

Where can I get additional information on organizing the company?

The consultant regularly conducts webinars, where he answers the owners' questions about the systematization of the company, the implementation and use of management tools

What are the main functions of a consultant?

The main functions of the "Systemator" consultant are as follows:
1. Helps to correctly form the goals of systematization and select tools that will allow to systematize the company quickly and efficiently;
2. Helps to identify priority areas in the company in need of systematization;
3. Conducts regular online coordination with the owner and the project team of the company with consultations on the implementation of management tools and their effective use;
4. Provides consultations over the telephone and online at the initiative of the owner of the company on the implementation and application of management tools;
5. Provides the owner of the company with information about new management tools (systematization): video tutorials, templates, instructions, regulations, document forms;
6. Analyzes the company's need for additional products of the Systemator and provides information on these products;
7. Conducts webinars for the Systemator's participants with practical information on the implementation and application of management tools in the company

What are the main tools the consultant uses in his work?

In his work, the consultant uses the following tools:
1. Table of tasks with deadlines for the implementation of the management tool;
2. Coordination with the owner (project team);
3. Checklist "Audit of the company's consistency";
4. "Agreement" with the owner of the company;
5. Checklist "Final check of the implementation of management tools";
6. "Program of correction of management tools" after the completion of implementation of tools;
7. Moral support of the owner

What are the options for a consultant to accompany the company during its systematization?

1. Implementation: individual support of the process of implementation of management tools by a consultant in a company;
2. Maintenance: consultations in the process of implementation and application of management tools in the company;
3. Question-answer: individual consultations with per-minute call rates

When should a consultant be involved in organizing the company?

It is possible to involve a consultant in the systematization of the company at any stage of the implementation of management tools. Even if you have already started to implement the tools and use the Systemator, but want to make sure that you did and are doing everything right. The "Systemator" consultant will analyze the correctness of actions and help to effectively implement the remaining management tools

What is the format of coordination with the consultant?

Coordination with a consultant takes place remotely using Skype, Zoom, Google Meet or other programs as agreed with the consultant

How often do you need to coordinate with a consultant?

It is necessary to coordinate with the consultant in accordance with the dynamics of systematization of the company agreed between the consultant and the owner. The most common option: Skype coordination 1-2 hours a week

How is the date and time of the consultation agreed?

The date and time of the consultation is agreed between the owner and the consultant on an individual basis

How long does it take to coordinate with a consultant?

Coordination with a consultant can last from 10 minutes to 2 hours. The duration of coordination is agreed in advance between the owner of the company and the consultant "Systemator"

Is it possible to invite a consultant to come to the company?

A consultant can come to the company for "live" work and implementation of management tools. The conditions for a visit to the company by a consultant are agreed individually

• Organizational Chart Management Tool

Organizational Chart Management Tool:

How to bring order to the distribution of labor in the company?

To do this, first of all, you need to define a number of functions performed in the company. Then display them in the organizational chart and distribute them according to the structure of employees. Each employee will have access to the current opa structure with a list of functions, responsible persons and managers. Thus, you will put things in order in the distribution of labor in your company

How to create an org chart in Organizer?

To form an organizational structure in the Systemator, you first need to complete the training course "Organizational structure of the company" in the "Training" section. The course describes in detail how to form an organizational structure

What is the value of an organizational chart for the owner and director of the company?

The owner and director of the company know the list of common functions that must be performed for the active development of the organization at the current stage and know what functions are currently performed by employees in the organization and what functions should be added to the organizational structure and performed at the next stage of the company's development. It is also important that employees contact directly the employee who is assigned a function in the organizational structure, and:
- does not distract the immediate or other heads of departments with phrases like “who in our company does this”
- does not walk around the office and does not distract employees with the question “who to approach on such and such an issue”
- does not stop solving the problem arguing it with the phrase “I don’t know who to contact”

What is the value of an org chart for leaders?

With the help of an organizational structure, company leaders can more easily distribute functions among employees, taking into account the issues associated with workload and employee motivation. Managers see which departments and functions are in their area of ​​responsibility, as well as who and on what issues in the company can be contacted

What is the value of an organizational chart for company employees?

The employee understands his area of ​​responsibility. Employees see what functions exist in the company and what functions they are assigned to. It is important that the employee performs only those functions and duties that are agreed with the immediate supervisor and does not perform uncoordinated functions for which he is not responsible and does not receive wages, thus there is no formality in the performance of functions and there is no decrease in the level of employee loyalty to the company. Also, the employee visually sees on the organizational chart which of the company's employees is responsible for which functions and understands who can be contacted for what issues, which significantly increases the speed of communication in the company

How does organizational structure affect the speed of communication and problem solving?

The speed of solving problems in the company increases due to the fact that employees contact each other directly in accordance with their functionality. Employees do not send requests to solve the problem through the heads of departments, who quit performing their duties and begin to deal with the employee's problem, which he can solve himself by talking with the appropriate employee at the organizational structure

How does organizational structure affect employee accountability?

The responsibility of the employee for the functions assigned to him increases, because only he is responsible for the performance of the function and no one else. There is no opportunity to say "this is not mine", "I am not paid for this", "I am doing someone else's work." Between employees there are no moments of throwing functions on top of each other with the argument “this is not mine, let the other do this work, they don’t pay me for it”

Why is the vacant feature assigned to me?

This is only possible if you are the head of a vacant function. After all, the company must perform all functions in accordance with the organizational structure. And if an employee is not assigned to a function, then the responsibility for performing this function lies with the direct manager of this function. In order for this function to be assigned not to you, you need to either assign it to an employee (by proposing changes to the structure), or facilitate the search in the external market for a specialist who will perform it (if an employee is planned to perform this function in the company's staffing table)

Do employees have no Edit Mode button and cannot suggest structure changes?

Not all employees should have access to the structure editing mode. Therefore, by default, this function is disabled for everyone except the administrator. To provide individual employees with access to the editing mode - you need to enter them in the "Control Panel" -> "Organizational Chart" section. This panel is available only to the administrator

• Responsibilities Management Tool

Responsibilities Management Tool:

What is the value of having "Functional Responsibilities" for the owner, director and leaders of the company?

Having "Functional Responsibilities" creates understanding among thedriver of the employee about the required level of competence and qualifications of the employee. Forms certain expectations of what kind of performance an employee should have in this position. The presence of "Functional Responsibilities" creates an understanding among the manager of the functions and responsibilities of the employees of the unit, which can be distributed among the employees of the unit in order to obtain the expected results and optimize the workload on employees. The manager's knowledge of the employee's functional responsibilities helps to form an "Employee Position Profile" for submitting an informative application for the search and selection of a candidate for a given vacancy

Why does an employee need "Functional Responsibilities"?

The presence of the described "Functional Responsibilities" creates for the employee an understanding of what functions and responsibilities he needs to perform, what the manager expects from him, what products of the position he must provide. The presence of the described "Functional responsibilities" helps the employee to quickly start performing functional duties, to show the expected result, to establish himself as an expert in his field of activity much faster than if there is no description of functional responsibilities, and the employee does not understand exactly what functions to perform and what results for the position a leader expects from him. The presence of a description of functional responsibilities helps to form employee performance indicators to assess his performance based on the intended functions

How to describe "Functional Responsibilities" in the Systemizer?

To form "Functional responsibilities" in the Systemator, you first need to complete the training course "Functional responsibilities" in the "Training" section. The second step will be the formation of functional responsibilities for each position according to the organizational structure based on the provided templates of functional responsibilities. The third step is the introduction of employees according to the formed functional responsibilities of each position

Who can adjust functional responsibilities?

Only the supervisor of this function. The employee himself can supplement his functional duties with life hacks, fakups and regular actions

• Performance Indicators Management Tool

Performance Indicators Management Tool

Why are "KPIs" needed for the owner, director and leaders of the company?

1. An employee's manager can evaluate an employee's performance not intuitively, but on the basis of specific indicators and numerical values;
2. An employee's manager has a clear understanding of the employee's performance and can make reasoned and well-grounded decisions about the employee's career advancement and the growth of his financial motivation;
3. The manager builds interaction and communication with employees on the basis of his performance. The level of loyalty of the manager depends on the level of achievement of the employee's performance indicators

Why does an employee need Performance Indicators?

1. An employee has the opportunity to influence career development and the growth of financial motivation by achieving the planned performance indicators of the position;
2. The employee understands that his actions and performance are assessed objectively, according to the achieved values ​​of performance indicators, and not biased;
3. Employees of the company see each other's performance on dashboards reflecting performance indicators, understand the level of the other employee's contribution to the development of the company

How to generate "Performance Indicators" in the Systemizer?

To generate "Performance Indicators" in the Systemator, you first need to complete the training course "Performance Indicators" in the "Training" section. The second step will be the formation of performance indicators for each position in the formed organizational structure of the company based on the provided templates of performance indicators. The third step, discussion with the employee of the performance indicator assigned to him in the organizational structure of the company

How do I add a performance metric to an employee?

Through his "Functional Responsibilities". After all, achieving planned targets is one of the duties of an employee

Can't add my own performance metric?

When adding a performance indicator to an employee, you can select a performance indicator from the base, but you cannot add your own. To do this, you need to add the indicator you have written to the indicator base. And then select it when adding to an employee from the dropdown list. In this case, other leaders can also use your indicator. Access to the base of indicators is in the section "Control Panel" -> "Indicators". This panel is available only to the administrator

• Weekly Scheduling Management Tool

Weekly Scheduling Management Tool

How to improve employee performance with planning?

Having a plan allows you to plan the time to complete more tasks per day, which is reflected in the increase in employee efficiency. The task plan for the week and the day allows you to keep your attention on the current tasks and actions, and not be scattered on streaming spontaneous tasks, losing the effectiveness of actions

What is the value of having a Plan for the owner, director and leaders of the company?

The manager, when agreeing on the employee's weekly plan, adequately evaluates his workload, and understands what tasks will actually be completed during the week. The manager immediately sees the underutilization of the subordinate and can add tasks to be completed. The manager adequately evaluates the employee's performance according to the weekly plan, and does not intuitively assume that the employee is very busy or that he is not doing anything. Based on the plan, the manager can assume the level of performance and the career development potential of the employee: how many tasks, in what period of time, how difficult the task is to be performed by the employee

Why would an employee plan their actions?

Good planning allows you to be more effective and achieve more than other employees. Allows the employee to increase their performance, which affects career and financial development

How to implement weekly scheduling in the Systemizer?

To implement weekly scheduling, you first need to complete the Weekly Scheduling training course in the Training section. The second step will be the formation of a weekly plan by the employee for each function according to the organizational structure. The third step is sending the generated employee plan for approval to the manager

• Technical questions

Technical issues

Doccop in e-course - not editable?

To edit a file, you first need to download it to your PC (File -> Download). And then - edit

E-courses - not opening?

This is an individual case. After all, courses should open on all gadgets. Even on a mobile phone. Contact our technical support "This email address is being protected from spambots. You need JavaScript enabled to view it. for more instructions

Where is the data stored?

Data is stored on European servers

I can't log in with my username and password?

If you created a company, your username and password are in your inbox. If your account was added within the company - contact the employee who created your account. If that doesn't help, please contact our support service This email address is being protected from spambots. You need JavaScript enabled to view it.

I am unable to access the responsibilities/plans/performance indicators of my colleagues?

By default - the system is configured with rights in such a way that you can see functional responsibilities/plans/performance indicators only for your own and your subordinates. If you have a need to see these management tools of other employees - contact your system administrator to configure the appropriate rights. This is done in the section "Control Panel" -> "Employees". This panel is available only to the administrator

How do I change my password?

To change your password - go to the "Profile" section. To do this, click on the avatar (in the upper right corner of the screen) and go to the "Security" section

I can't access employee plans through the org chart?

If you could do this before, then most likely the problem is that you are now in the systemator under a different account (for example, under the account of your subordinate). In this case, re-entering the system will help

Who has access to my company data?

Only you and the employees you have added to the system have access to your company data. All account passwords are encrypted on secure database tables. We guarantee the safety of the data you entered in accordance with the "Privacy Policy"

• Payment issues

Payment Issues

How do you pay?

The electronic payment system is currently in the process of implementation. Therefore, so far - according to the contract between TOV "Systemator" and physical/legal. face. For details, please contact support by mail or by phone numbers

Can I register more than one company? And how do you pay for such companies?

Yes. You can create an unlimited number of companies. Also, if you have more than one company, you can assign several companies to employees at the same time. And for each of the companies, the employee will see his structure, responsibilities, plans and performance indicators. Payment is made for each company separately

What happens if I don't pay for the service on time?

First - you will receive a written notification reminding you of payment. If within 14 calendar days there is no payment, the functions of the paid system will be disabled