Our Mission:By fostering an environment that celebrates personal relationships, passion, growth and fun we enrich the organizations, community and lives of all the

people we touch.

“To put it simply and starkly: If you don’t get the people process right, you will never fulfill the

potential of your business.”

Larry Bossidy and Ram Charan, “Execution the Discipline of Getting Things Done” (The #1 New York Times Bestseller)

 Our Environment is our biggest differentiatorThis is what we do best

Communication  above all elseWhat is our organizational grade?

If we are not all Growing, we are dyingEducationExperienceResource Allocation

As Expectations Increase, So Should the Environment a.     Teamwork/Family work

Quarterly Contests Impromptu outingsTraditional Events

b.    Create rewards/bonus opportunities  that are tied to overachievement rather than expectations.Need to reward company goalsNeed to bonus outstanding team and individual performanceGoals must represent our desired level of achievement

Goals must be reviewed by Executive Team to insure our managers are setting achievable, yet challenging opportunities

Objective and Subjective Opportunities

If our environment breeds  confidence and security, what is the level of your communication with your self? Subordinates? Supervisor? Organization? Need to have critical conversations with yourself, before others Expectations are not a dirty word Transparency /openness  Everyone needs a coach

Constructive honesty  is  key to everyone’s growth

Expectations Need to Be Crystal Clear  and Communicated Regularlya.     Organization Annual, Quarterly, Monthly Goals/Results Regular Company-wide meeting schedule Goals/Results posted consistentlyb.    Business Unit/Department Annual, Quarterly, Monthly Goals/Results Regular Business Unit meetings

  c.     Individual Annual, Quarterly Goals/Results Regular One on Ones Regular Reviews

 

EducationGrowth PlansConsistent Reviews

ExperienceEntrepreneurial to Organizational

Executive to management focus

Time and Dollar Investment

Education Growth Plans

Analysis Conversations Action Steps

Learning Plans Consistent Opportunity to be Reviewed Quarterly/Semi Annual/ Annual Reviews

Sales/Recruiting/Operations/Management Different Reviews/Periods Self Reviews For All Include Objective and Subjective

Critical Numbers Fulfillment of Value Proposition, Core Values and Culture

Where do they stand among their peers-drive best in class performance Employees Managers BUMs Branches

ExperienceMust provide experience and education to existing

management staff.Most managers are new to role and organizationNeed to create management examples on a regular basis

All employees must challenge themselves to stretch beyond their comfort zones.Reward-BFU

Organization must identify it’s growth path for all to see and monitor.

Resource AllocationOrganization must identify those areas that need to be

funded regardless Perpetual Development of Bench

Internal Recruiter(s) for organizational positionsConsistent Management TrainingHR Support at all levels

How do we define world class?Employees?Clients?Culture?Critical Numbers?Financial Results?

High Employee Tenure Internal Staff External Staff

Internal Staff is actively growing and promotable High Employee Compensation Work/Life Balance Repeat Business Reputation drives referrals Continuous assessment and input from all stakeholders, including:

Internal and External Staff, Clients, Vendors and Ownership. Culture of Continuous Improvement Value Based Income Statement

High Gross Margin-30+ High Profit %-10% +

TimelineAnnual Planning Worksheet

Due Date: December 3, 20102011 Departmental Planning Document-Rollout 12/14/10Employee Self Expectations Plan, Employee 2011 Goals

and Q1 Goal Documents-Rollout 12/14/10, Management Review by 1/17/11

2011 Bonus Plan-Rollout 1/13/2011Sales Recruiting Operations

Management Meeting Schedule-Rollout 1/7/2011