Search Results: moving company

I posted a silly question yesterday about a female employee that works for me. In all seriousness, I'll be moving to Boston in April. The future of my company is in serious doubt. Work has been slow this entire month. Mel, my employee, knows about the coming uncertainty. She wants to take over much of the duties, after I leave. The idea is not completely absurd. This is her letter of recommendation I wrote to myself. Feel free to ask interview questions.

Mel was the second person hired when this company changed management 5 years ago. She started as a part-time an “Assistant Marine Aquarium Maintenance Technician,” and has since worked her way up to semi full-time “Showroom Manager.” She knows the the products and services we provide as well as I do. She has shown excellent potential in project management, client relations, and sales. However, I’m can’t say she with confidence she is ready to assume the role of “Director of Business Development and Project Management.”

There is an urgent need for a take-charge individual to assist in restructuring operations. She must be unafraid to lead the way forward in defining in new business processes that are better suited to meet the demands of our present as well as future clients. Furthermore, she must be ready and able to assume all project management activities from day one.

Our company has grown beyond far beyond expectations. We’ve had to stretch the boundaries our organization to meet the market demand for our services. Unexpected growth does have set backs, the company is poorly managed, business operations are inefficient, and there is no clearly defined business process. I take sole responsibility for the consequences we face if no action is taken.

In a perfect world, Mel is the ideal candidate for this position. This company in unique in the services we provide. It would be hard for someone who has no firsthand knowledge to understand varied and sometimes dissimilar tasks required to operate. Mel has been here to witness exactly how we started and the exact motives that influenced decisions steering us to where we are today.

Mel has the ability; I don’t know that she has the motivation. Again, much of the blame rests on my shoulders. I am responsible for the laissez-faire culture and unprofessional practices that currently exist. However, I’m not responsible for the lack of pride or the deficiency in maturity she has yet display, a key requirement to execute the tasks required. She must understand. This job is no completing a list of duties and going home. Her job is running a profitable company. She has the responsibility to continue the upward trend in profit for her stakeholders, and she is responsible for stable employment for our staff.