Ever higher efficiencies, and finding the right hire

"With the new regulations on furnace efficiencies coming in, what we used to up-sell to is now our standard offering. How do we take the next step, to pushing ultra-high efficiency heating equipment?" - Paul G., Vancouver B.C.

We've all known for some time that mid-efficiency furnaces were going to be legislated out of existence, and the time is now upon us. The question posed is a good one. The short answer is that it will all come down to features.

The Goods on Incentives:
The good news is that government
grant money will
continue to drive consumers
towards Energy Star models.
The bad news is once highefficiency
furnaces become
the only option, government
grants will end. This will happen
by March of 2011 - or
with a change of government,
whichever comes first.


Features fall into three categories: product features, soft features and the contractor who installs it.


It won't all be about energy. Comfort will come back to the fore. How a product is applied will be as important as the product selected. One trend that is emerging is the
addition of high-efficiency heat pumps to high-efficiency furnaces in a configuration that is usually referred to as a hybrid gas/electric system. Right sizing will become a very important feature to ensure units are not oversized and consuming too much energy.


Product features will be important with respect to the benefits they deliver. Whether it's safety, comfort or cost savings, features will have to translate to a benefit. Soft benefits, such as warranty, financing programs and protection plans, will become very important. And pay attention to what major retailers are highlighting to their customers. They are going to set the tone for our industry.


The key differentiating factor for us will be the contractor. The value we add can exceed 50 per cent of the value of an installation. It has always been important, but contractors haven't always considered it as such.


Only one contractor can be the lowest price. The rest of us fall somewhere along the value chain. We all add some value. We just need to be able to articulate it in a way that differentiates us from our competitors.

 

"Believe it or not, we are on the hunt for a new hire. What do you look for in an ideal employee?" - Bob R., Canmore, Alta.

 

Values First:
An employee is a reflection of your
brand. You need to start with a clear
understanding of your "brand,"
which usually echoes the values you
and your company hold dear.

We have six core values:

• Trust
• Health and wellness
• Family
• Continuous learning
• Building relationships
• Passion
You also need a job description with
duties, areas of responsibility and key
performance indicators. With this you
can identify the "attitude" you expect
someone to exhibit in an interview.

Have you ever found yourself in the position where you hired someone for their skills but
ended up firing them for their attitude? Welcome to my world.

As business owners in a technical world, we often put skills at the forefront when looking for
employees. Experience has taught me that I am much better at recruiting bright, young people fresh out of college, who already possess good attitudes. I can then provide them with the training necessary to ensure the skill set I require rather than take "skilled" people
from the industry and hope to instill in them the attitude required to do the job.

We now hire smart people with good attitudes and it's amazing how quickly and well they can pick up the tools of the trade.

By the way, this is a great time to be hiring people. We have found with our recent hires that there are a lot of quality people out there looking for a good employer in a growth business. We fit the bill!

Prepare a list of questions that get at your company's core values. Ask the candidate for examples from their own experiences, and ask the same questions of all candidates.

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