the best of the best.” Also, because they are doing more utility-scale projects now, they are able to buy in bulk and drive costs down. Furthermore, Solvest tests the equipment they source for themselves, and they actively monitor the systems they install for clients. If they experience higher-than-normal failure rates with one type of equipment – with a specific type of micro-inverter, for example – then they will quickly make a change. “We’re actively in R&D to make sure we’re delivering the best systems that we can,” Danny says. They ensure the quality of their installations, lastly, by employing – and retaining – the most dedicated of technicians. “We have a really good retention rate,” Danny says. “I think we have a fantastic company culture. We’re young and energetic. Our average age is around 28.” “We train our team members up and we always try to promote from within,” he adds. “Most of our crew chiefs started as installers. A lot of our installers have started electrical apprenticeships under our electricians. We give our team a lot of opportunities to advance and a lot of chances to try new things. That tends to keep people engaged and keeps them sticking around.” Additionally, when it comes to their relationships with employees, Solvest hasn’t been complacent. Danny says they have recently undergone “a lot of professional consulting and training on how to improve our company culture.” As a result of that training, one thing they’ve started doing is ‘employee development meetings.’ “Every week, the majority of our employees sit down with their managers and they get one-on-one facetime,” Danny explains. “They get to discuss what they’re working on and the issues they’re having. That’s really improved our company culture and I think it’s improved our retention.” The company has also started doing quarterly company development meetings (CDMs), where Ben, the CEO, will sit down with the entire company. He’ll showcase the projects they are currently working on, what they have coming up, and he’ll generally preview what the next 12 months will look like. After that meeting, the company then does something fun as a team. “That gives us a chance to celebrate our wins,” Danny explains. “The day after this interview, we’re actually going to have one of these CDMs. It will start at eight. Thenwe’ll have lunch. After lunch, the entire team is going paintballing. After paintball, we’ll come back, we’ll have Mexican food, and the party starts at five o’clock.” “People have really started to look forward to thesemeetings,” he adds. “People actually get pretty bummed up when they schedule their vacation and realize it is right in the middle of a CDM.” Furthermore, Solvest offers paid vacation time, sick time, extensive health care benefits, and free gym memberships are available to any full-time employee to promote health and wellness. Danny believes all that also contributes to retention. NOVEMBER 2022
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