The need for the RFP came about because what we found is that we're not meeting our intended quota. We're not meeting our production. We're finding that we're inefficient, and we're not meeting the needs of our clients.
And so what we did is that we sent out a survey, a morale survey. The hope just to figure out the perspective of our employees. What was interesting was that the results were that there was an unclarification on job duties. And some of that also being there was a feeling that they were doing possibly other work outside of what we had asked them to do—work that was not even part of their job title or duties.
So the hope is that we can fix this, that we can become efficient, that we can meet the needs, and really get back on track as a company within our own employees, with the morale, and do what are all here to do.
Yeah, we need someone to come and figure out what's broken. We need someone to come in and figure out which department is inefficient. And if there's more than one, to do that as well. Because we can't. We don't have the manpower. We just can't.
Yeah, we need someone to come in and do what we're just too stretched to do. When we did the survey before, we had one of our sales people do it simply because they had a little bit of experience, more experience than someone else. And so they came in and created the survey. But that's not their job, and we can't have them do that. They need to...we need them to do sales. And so they need to get back on track. It took too much time; it was too much work for us to do on our own. And that person needs to do the sales. And so, we just can't. We can't do it on our own.
Well, what we're needing is just simply a report. Just the findings. We don't need you to recommend anything. We don't need anymore information than simply that. We may come back later and ask for something else. But at this time, just give us your findings.
We do but that's not something we're looking at right now. Definitely we can come back to that, and we can discuss that. But right now, we just need to know that this is going to be worth it, that the return is going to be there for us doing this investment. And again, we can talk about that when that time comes, but right now we just need to make sure that this is going to be cost-effective.
Yeah, I mean, my phone is always on so I'm your go-to, I'm your point. So give me a call. If I can't answer, leave me message I'll get back to you.
I can also send you, point you to our website, where you can find out more about our company. Kind of help direct you and guide you. As well as all our employees. You'll find a list of employees and their job duties and titles. All that information. But for the most part, I'm here for you, so reach out to me
Hi, this is Kelly, returning your call with some answers to your questions about our RFP. You asked if there was any certain qualifications we were looking for with a consultant, and basically we need a team who can understand organizational culture, someone who knows the kind of company we are, what we do, and how we work. So if you have a history with companies like ours, that would definitely separate you out from just those who give us a plain list of people on their team. Of course, having that list on the team is helpful and needed, but we need more than that.
As for what we hope to get out of this engagement, what we hope to receive is basically: we need to know what’s going on and we need to know whatever data you can give us about why we’re inefficient and how it relates to our employees’ morale. We need a plan that tells us your way of figuring that out, as I said. We hope to receive a report on that sometime soon down the line.
Oh, and you asked about time: well, we’re in a bind here. We’re going to value the team that tells us they can do a great job in the least amount of time possible. We may even be willing to cut a few details if we can get someone who can do this quickly but still do a good job, of course.
So basically that’s it. Let me know if I can help you out in any other way. Thanks.