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on 22-Apr-10 02:28.
Silver Spoon Recognition
by Chris Herrmann
Toby Miller is your picture of an all round good guy. He doesn't even consider himself to be much of a star but he does enjoy going to work and he enjoys mixing with his co-workers, making sure that they all smile at least once a day. Of course he does what's necessary to get results but, under normal circumstances, he usually slips under the recognition awards radar that sweeps through the department once a month.
Many reward and recognition systems have incorporated a "wooden spoon" award in the past. The purpose of this was to highlight poor performance in the mistaken belief that it would, somehow, act as a deterrent to people. They were supposed to look upon the wooden spoon as a shameful emblem that they would want to avoid at any cost. Unfortunately, this overlooks the deep psychological reasoning for poor performance in the workplace.
on 22-Apr-10 02:27.
Ten Tips for Creating a Terrific Employee Appraisal System
by Dick Grote
Face the facts: Creating a new performance appraisal system is a difficult undertaking. It's even more difficult if the organization doesn't have a logical, well-tested, step-by-step process to follow in developing their new procedure.
Based on my experience in helping dozens of companies create performance appraisal systems that actually work, here are ten tips that will help any company create a new performance evaluation system that will provide useful data and be enthusiastically supported by all system users.
One - Get top management actively involved. Without top management's commitment and visible support, no program can succeed. Top management must establish strategic plans, identify values and core competencies, appoint an appropriate Implementation Team, demonstrate the importance of performance management by being active participants in the process, and use appraisal results in management decisions.
on 22-Apr-10 02:26.
Using Performance Appraisals to Enhance Employee Performance
by Donna Price
The annual performance appraisal is an opportunity to enhance employee performance and create greater success for the company and the individual. My intent is to explore how coaching skills can be used in creating a good performance appraisal experience for both the employee and the supervisor and how to keep good performance going throughout the year. As a manager for 18 years my experience was that performance appraisals were a tense time for the employee and the supervisor. In either position, for me it often felt uncomfortable, so how do we reframe it so that it is a good experience for both?
Start with vision:
It's important to start with vision: the company's and the employee's. What is the company vision? The company vision should be compelling and known by staff. When staff don't know the owner's vision for the company it is hard for them to help move it forward. Having a clear and compelling vision that employees can buy into provides a foundation for success.
But what drives the individual isn't the bosses vision, the company's vision, but their own compelling vision.
• Employees can embrace the company vision but ...
• True success comes from within and from personal vision.
• Personal vision should be compelling and tied into the company vision.
• Do you know your employees' dreams and visions for their lives and career?
on 22-Apr-10 02:25.
Just days after the White House outlined its strategy for bolstering the home energy retrofit market, a new report from research and publishing firm McGraw-Hill Construction predicts the market for nonresidential green building retrofits is set to soar and represents a better opportunity for designers and builders than new construction. The market for such retrofit projects, which include activities like installing energy-saving lighting, mechanical and electrical systems, will grow to $10.1 billion-$15.1 billion by 2014 from just $2.1 billion-$3.7 billion this year, according to the report. Put another way, green buildings will comprise a 20-30 percent share of the U.S. retrofit and renovation market in five years, up from its 5-9 percent stake today.
The rising interest in green retrofits represents a "tremendous market opportunity for green builders, owners and building product manufacturers," according to the report, which considered projects that would be over $1 million in total costs. The study concludes that the greatest opportunity for green design and construction activity lies not in constructing new green buildings, but in engaging in the retrofit and renovation of existing ones.
A project is considered "green" in this report if it employs multiple practices, products and processes covering a minimum of three out of five aspects of green building - energy, water or resource efficiency, improved indoor environmental quality and responsible site management. The sectors with the largest green retrofit opportunity are education and office, representing about 50 percent of all retrofit activity, with the biggest growth expected in retail.
on 22-Apr-10 02:24.
Washington, D.C. - (July 29, 2009) - Investing in the energy efficiency of buildings represents a powerful
and strategic energy and climate solution that combined with other non-transportation initiatives could reduce the nation's energy consumption by 23 percent by 2020, save the U.S. economy $1.2 trillion, and reduce greenhouse gas emissions by 1.1 gigatons annually, according to a study released today by McKinsey & Company.
"This confirms a critical path forward that we have long championed. Harnessing the engine of green, energy efficient buildings can cost-effectively drive tremendous improvements in our economy and environment," said Rick Fedrizzi, President, CEO and Founding Chairman of USGBC. "Green building can stimulate the economy at a level one and a half times larger than the federal stimulus bill. In terms of climate change, a commitment to energy efficiency would be the equivalent to taking the entire U.S. fleet of passenger cars and light trucks - more than 200 million vehicles - off the road."
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