Performance Evaluation Standardization

Challenge: Lack of a consistent performance evaluation process led to random, ad-hoc reviews, causing uncertainty and inconsistency in feedback.

Solution: Developed standardized evaluation templates and schedules for the Miami division (~50 employees), creating job-specific forms with tailored questions.

Execution:

  • Reviewed and approved by leadership

  • Communicated new process to team, ensuring clarity and predictability

  • Established an annual evaluation cadence

Outcome:

  • Improved feedback consistency

  • Enhanced employee understanding of performance expectations

IT Onboarding/Offboarding Process

Challenge: Incomplete requests for IT resources led to delays and inefficiencies in onboarding new team members.

Solution: Designed a comprehensive form for managers to request necessary hardware/software, ensuring all essential information was provided upfront.

Execution:

  • Required details: start date, hardware/software needs, legal name, contact details

  • Eliminated incomplete email requests, reducing back-and-forth communication

Outcome:

  • Processed over 40 requests efficiently

  • Ensured readiness on day one for new hires

Employee Referral Policy Development

Challenge: The absence of a formal referral process hindered the flow of high-quality candidate referrals.

Solution: Created a clear procedure for submitting referrals, including eligibility criteria and submission form.

Execution:

  • Collaborated with leadership to define incentive structure

  • Communicated new policy to all employees

Outcome:

  • Increased candidate quality through structured referral process

  • Reliable stream of high-quality candidates

Winmar Shop Initiative

Challenge:

  • Managing individual gear orders for 40 team members was a time-consuming annual task.

  • Involved taking orders, placing them, handling out-of-stock items, and organizing/distributing gear.

Solution:

  • Implemented a vendor-created portal offering 15+ options for employees.

  • Introduced a $300 new hire and $175 anniversary allowance, streamlining the process.

Execution:

  • Selected vendor and merchandise, coordinated portal setup.

  • Managed monthly communications and code distribution for anniversaries.

Outcome:

  • Significantly reduced manual effort and time investment.

  • Allowed employees to self-select gear, enhancing satisfaction and efficiency.

  • Resulted in 100% engagement, with the initiative successfully replicated in a second market.

SharePoint Project Hub System

Challenge: Disorganized project document storage caused access issues and reliance on individual employee drives.

Solution: Established a standardized document storage system with consistent folder structures, improving organization and accessibility.

Execution:

  • Implemented for all new projects (~5 the first year)

  • Migrated critical legacy projects as needed

Outcome:

  • Enhanced project visibility

  • Reduced dependency on individual employee drives