BlastOne

The BlastOne Way

General Management Principles that BlastOne use globally to drive Fast Growth and Awesome Culture

The BlastOne Way

  • The executive team is healthy and aligned

    • Team members understand each other’s differences, priorities and styles
    • The team meets weekly for strategic thinking
    • The team participates in ongoing executive education
    • The team is able to engage in constructive debates and all members feel comfortable participating
  • Everyone is aligned with the #1 objective that needs to be accomplished this quarter to move the company forward

    • One critical number is identified to move the company ahead this quarter
    • We identify 3 – 5 priorities (Big Rocks) that support the critical number
    • A quarterly theme and celebration rewards are announced to all employees that brings the critical number to life!
    • Scoreboards with quarterly theme & critical numbers are posted throughout the company and employees are aware of the progress each week.
  • A communication rhythm is established and information moves through the organization accurately and quickly

    • A daily huddle is held in every team. It gives fast pace and cascades communication. Daily metrics are shared – gives clarity and results
    • Weekly department and branch meeting to hold all teams accountable, to review KPI’s, goals for week and discuss any issues and roadblocks
    • Monthly management meetings with executive and middle managers for a day of learning, resolving big issues and DNA transfer
    • Quarterly and annually, the executive and middle managers meet off-site to work on the 4 most important goals or issues preventing “10 X“ (increasing our business by 10 times)
  • Everyone within the organization knows what they are responsible for

    • Each Manager knows their 5 key KPI’s and they are incentivized to improve these each quarter
    • Each employee has a position description that is reviewed and refreshed every quarter. This clearly states what the role does, its accountability and performance standards
    • Each team has their own scoreboard tied to a team incentive plan
  • Ongoing employee input is collected to identify obstacles and opportunities

    • All employees have the opportunity to provide anonymous feedback on the engagement, issues and ideas
    • Anyone with people reporting to them have their team provide them an anonymous ‘peer review’ quarterly
    • A mid-management team is responsible for the process of closing the loop on all obstacles and opportunities
    • Each Manager has a weekly 1 on 1 meeting with each person on their team to follow up on goals, discuss issues, to build trust and accountability.
  • Reporting and analysis of customer feedback data is as frequent and accurate as financial data

    • The ‘Net Promoter Score’ system is used to survey all customers every 3 months
    • The feedback from customer surveys are reviewed at the weekly executive team meeting
    • A mid-management team is responsible for the process of closing the loop on all customer feedback
    • The CEO must meet with 2 customers per week to gain feedback and ideas
  • Core Values and purpose is “alive” in the organization

    • Core Values are discovered, mission is articulated and both are known by all employees
    • All executive and middle managers refer back to the Core Values and mission when giving praise or reprimands
    • HR processes and activities align with the Core Values and mission (hiring, orientation, appraisal, recognition etc)
    • Actions are identified and implemented each quarter to strengthen the Core Values and mission in the company
  • Employees can articulate the following key components of the company’s strategy accurately

    • Big Hairy Audacious Goal (BHAG) – progress is tracked and visible
    • Core Customers – their name and profile in 25 words or less
    • Brand Promise -the corresponding Promise KPI’s reported on weekly
    • Elevator Pitch – a compelling response to the question “why should customers buy from us?”
  • The company’s plans and performance are visible to everyone

    • Core Values, mission and priorities are posted throughout the company
    • Scoreboards are up everywhere, displaying progress on KPI’s and critical numbers
    • There is a system in place for tracking and managing the cascading priorities and KPI’s