0 to 3,000 Team Members The MMMM Vision

Transcription

1 0 to 3,000 Team Members The MMMM Vision Presented by Tim Murch, CBSE MMMM Owner/President/CEO President s Forum Opening Session The Entrepreneurship Institute February 7, 2013

2 Welcome MMMM History Founded October 1, years 3,000 Team Members 14 States 60,000,000 square feet 300+ locations Tough Business Very labor intensive with mostly unskilled, entry level positions. As a result, MMMM is very management intensive.

3 MMMM s Approach What we do 1. Company-wide alignment through clearly communicated Vision, Mission, Goals and Values 2. Clearly defined goals, budgets, scorecards, tracking and measuring with accountability 3. Numerous incentives, awards, recognition and bonuses 4. Innovative Solutions and Leading Edge Technology 5. Standardized systems, processes, supplies and equipment company-wide 6. Strategic Planning 7. Board Meetings 8. Top Grading 9. Wellness

4 MMMM 2015 Vision

5 #1 Alignment and Culture MMMM 2015 Vision Never a destination, but a constant journey MMMM s unique culture brings our Vision, Mission, Goals and Values to life daily Frontline Team Members Our hourly service Team Members are most important They get the job done every day and night Make sure they understand their role in achieving MMMM s Vision, Mission, Goals and Values Through messaging and reinforcement, our Team Members know their role and how important they are to our customers Quarterly company-wide, State of the Union message from Tim Murch, which reinforces where we are, everyone s role and key initiatives

6 #2 Measuring with Accountability Tracking and Measuring Corporate scorecard is tied directly to our 6 Corporate Goals and annual budget updated monthly There are large versions of the scorecard in each of the regional offices All metrics are tracked monthly with owner accountability Culture of continuous improvement company-wide MMMM also tracks proactive quality inspection scores (MAVRIC TM ), safety audits, internal and external growth and acquisitions

7 #3 Incentives and Recognition Culture of Giving Back It s all about achieving our goals, budget and vision MMMM shares corporate profit with Regional Teams, Divisional Teams and the Executive Leadership Team Bonuses are based upon hitting and exceeding their budgets and tied to individual scorecard criteria Internal Customer Support Bonus If you aren t supporting the customer, you better be supporting those who are Shifting from annual budget/bonus to a 3 year rolling budget bonus Focus on long term vision sales and profit goals and value creation

8 #3 Incentives and Recognition Incentives Culture of positive recognition Good Works Tickets Safety Share Safety Bingo Team Member of the Month Supervisor of the Month Recruiting Referrals Positive Recognition Newsletters all about our Team Members Compliments Certificate for Years of Service Positive focus Awards Presented to all winning managers and our service Team Member of the Year at our annual meetings awards dinner in Las Vegas

9 #3 Incentives and Recognition Results MMMM wants to make MMMM the absolute best place to work Industry low turnover Industry average = % MMMM average = 30-50% Golden Rule Platinum Rule Constantly reinforcing that our hourly service Team Members are the most important resources in our company

10 #4 Innovative Solutions Solutions Leading Edge Technology Part of our Vision, Mission, Goals and Values (Goal #4) All Team Members/departments charged with identifying innovative solutions with equipment, technology, processes, systems, etc. These innovative solutions are tracked and measured on the scorecard If MMMM isn t trying new things, then we aren t moving forward I have not failed. I ve just found 10,000 ways that won t work. ~ Thomas Edison on inventing the light bulb Supply partners charged with bringing innovative products and techniques to us

11 #4 Innovative Solutions Differentiate with Unique Processes/Names Commodity business More than 70,000 janitorial contractors Must differentiate ourselves everyday Unique processes and unique names are differentiators MAVRIC TM Cleaning Inspections PIVOT TM Transition Plan Guardian TM Hiring Process 6 Path TM Programs (Quality, Clean, Green, Hire, Safe, Day) Technology can also be a differentiator Teleteam Payroll Time System Pay Cards Direct Deposit CleanPath TM 1 of 7 in the world Improves quality while reducing waste 20-40% in labor costs/savings Lean Office Certified Effective, Efficient and with fewer defects/errors

12 #5 Standardized Systems/Processes Consistency Company-wide McDonald s approach consistent all around the world 3-S s Simple, Standard, System Internally at each Regional and Corporate offices Externally in each account Training of each Team Member on their specialized process custom training cards Training Investment not a cost Onboarding, MMMM University, Safety, OJT (on-thejob training), Sales, Sandler CIMS and CIMS-GB Industry ISO

13 #6 Strategic Planning Key for Alignment Spend a lot of time on this to move forward aligned as a company MMMM Strategic Planning is conducted three times a year, professionally facilitated by Jim Lang of CSI MMMM involves Regional Managers, the Executive Leadership Team, Department Heads They develop, understand, own and commit to the plan

14 #7 Board Meetings Review with Board Meetings Monthly internal Board Meetings with me, COO and CFO Three times a year external Board of Advisors Meetings Three outside members on the Board of Advisors Utilize their expertise, experience on present issues, ideas, challenges with their feedback Constructive critiques I am always looking to improve, grow, learn professionally and personally Accountability for me as a owner

15 #8 Top Grading World-class Team Members Good to Great Learned the hard way Had wrong people on the wrong seats or on the wrong bus Needed tough change to achieve Vision Went through extensive, tough top grading Changed out entire Executive Leadership Team Hire the absolute best Surround yourself with expertise Pay for talent and get over it. It comes right back to me with results improved company and greater quality of life

16 #9 Wellness Wellness It s a Way of Life Always stressing it to Team Members for themselves and their families Without your health, you don t have anything You can t be world class without excellent health Programs Incentives Recognition Success stories

17 Thank You I applaud you all for coming here. It s all about learning, growing and continuous improvement. I hope what I shared with you this morning was beneficial to you and your companies. Thank you!