I think an improved performance evaluation process will help this situation in general, but that does not happen overnight. It’s an employee cultural thing and takes day-to-day management, leadership, and training to instill.
I’ve heard you say before that you’ve never really fired anybody, and that’s another leadership task that must happen from time to time, otherwise employees know there’s no real accountability for whatever they do. This may or may not be one of those moments.
The big issue I see is you just don’t seem to have anybody on site that is your equivalent who has the technical and leadership ability and also is incentivized by base salary, bonus, and possibly equity participation to really put the time and energy into keeping that office running tightly and successfully. Even though I know you work your butt off every day, almost all day, trying to do that yourself remotely and also traveling there quite a bit, it’s not the same as having that leader who shows up first every morning and leaves the office every night last. If I were a potential buyer of your business, this would be one of the most important things I would be looking at. Of course, buyers typically plan to put one of their own people into that slot, or they will conduct a search and hire that person.
Let me know how I can help.
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by Scott Pickard
- Getting started
- Developing a written plan
- Presenting to decision makers
- Costing, budgeting, ROI
- Financing the ECRMs
- Bidding, contracting, managing contractors
- Monitoring and reporting energy results
- Dealing with human behavior and its impact on success
- Continuous improvement
- self-published book in paperback, e-book, online form
- power point presentation >> PDF
- live webinar(s) >> video(s)
- video interviews/profiles of successful programs
- annual “implementation” workshop
- in person
- in live webinar
- in pre-recorded webinar
- in written format