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