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So if you listen to this show with any regularity, it’s pretty safe to say the organism that is your business is evolving. And while that’s an exciting feeling, it also brings about a feeling of uncertainty you’re probably familiar with…. Are my people doing what I hired them to do? Are they an ROIgenerating asset for my business? Or are they just an expense? Are they executing at the level that I was back when I was doing their job (and a million others)? Or are they a costly piece of dead weight?

I realize that might sound a little cynical. Or like we’re assuming the worst. But I’m sure most of you have had this thought cross your mind at least once or twice.

When your business was small and simple. This question was pretty easy to answer. If you hired a laborer to work alongside you, you could see with your own two eyes that they’re completely effing the D. There’s the door. Bye!

But as your company evolves, roles become more complex and nuanced, layers get added to the organizational chart, truly knowing how people are performing becomes less clear.

So the question becomes…. How do we, as leaders, manage at scale? How do we make sure our individual team members are executing on their individual goals, so that we as a company hit ours?

To answer this question we brought Dave Stephens on the show. Dave’s company, Lida Homes is an 8 figure custom home builder and high end renovation contractor. He runs a tight ship of 24, and specifically in this show we’re going to learn how he uses one on one Goal Setting and Review meetings (or GSR for short) to lead his 5 project managers to create award winning homes and customer experience.

Over the last 3 years, he’s won the Canadian Home Builders Association’s builder of the year award, and over the last two has received the highest level customer satisfaction award in his Vancouver Island region. Dave directly attributes this success and recognition to the way he leads his team through GSR.

His people do their jobs. Extremely well.

In today’s Episode:
What a GSR is and why it is important to both quality and growth in your business
How to use a point system in your GSRs to create black and white accountability
What a contracting business looks like before implementing GSRs vs after implementing GSRs
How you can expect your team (especially your PM’s) to respond when you introduce GSRs
What a great GSR with a project manager specifically looks like
How to have a hard conversation with an employee who is underperforming

00:00 Intro

05:21 What was your organization like before GSRs?

07:22 What is a GSR meeting?

11:02 Why is the ritual important?

14:18 Dave's process for running GSR's

16:39 What does a GSR look like with a project manager?

24:10 How will your team respond if you implement this level of accountability?

28:34 How do you use a point system to create black and white accountability?

31:22 What behaviour are you trying to discourage with the point system?

35:36 How do you have a convo with someone that is underperforming?

41:57 Is there flexibility in the way you run a GSR?

43:01 Advice for contractors that aren't using GSR's

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