Plant Services - August 2007 - (Page 27) energy eXPerT Recognition, rewards, consequences They give an energy program credence as well as enthusiasm T team members, and recognition in video conference calls, he importance of effective rewards and recognition in newsletters, the local press and company Web sites. a good energy management program can’t be overSimilarly, an Energy Plant of the Year was selected. The stated, but they’ll only be effective when they’re supsite team was invited to the annual manufacturing managported by the basics. First, there should be consistent, credible ers’ meeting to receive their award and present their work. and timely energy cost and usage data available. Second, there A recognition I particularly enjoyed – Energy Thief of the should be clear overall goals established surrounding energy Month – was awarded to the individual or team that successcosts, usage, supply security and greenhouse gas emission. fully adopted an idea successfully implemented elsewhere. These energy goals should be supported by action plans and The Energy Star Industrial program also recognizes resources, with targets and objectives assigned within personal plants in selected industries and awards the right to fly the objectives at every level of management. Energy Star Flag and display the plaque. The local and naNot all these elements will be present in the early stages of tional value of achieving this kind of recogniimplementing new energy management strattion can be substantial. egies, but at a minimum there should be plans Flexible As site teams get up to speed, there will be to put them in place. Targets can be assigned hundreds of efforts that add to breakthrough against the achievement of these early-stage cash awards implementation plans. commensurate energy productivity, bringing millions in profits. Publicly celebrating these efforts in regular Then, a serious rewards and recognition prowith the value production meetings or employee briefings ungram can be established. Rewards generally fall to the company derscores the strategic importance of energy. I’ve into two categories: as a clear part of a structured seen the full gamut of local recognitions, includincentive compensation scheme, and as a flexible can be great ing dinners, re-lamping kits or energy audits for cash awards program. By putting energy targets motivators. the home, and the possibility to attend events in normal incentive structures, the management like the World Energy Engineering Congress. message is clear: “Energy is important, energy The Rewards and Recognition program needs conscious will be measured, energy focus is here to stay.” design and deployment through normal management proEnergy productivity projects, especially early on, can gencesses. Most important, it needs continuity and leadership. erate very high returns with low risks. Successful projects So you might be asking, “Why the title, ‘Rewards, recalways combine enthusiastic leadership, teamwork, the willognitions and consequences?’” Too many energy programs ingness to embrace challenging goals, and rigorous impleexhibit a temporary burst of management enthusiasm, supmentation. It’s common for the recurring cash value of indiported by random acts of evangelism. A solid program must vidual projects to be hundreds of thousands of dollars with get beyond this and become part of the company’s operating paybacks within three years. Flexible cash awards commenculture. And, at a certain point, the goals and targets must surate with the value to the company can be great motivabe more than aspirations. In one of my former companies, tors. These should be team awards, supported by incontrowe joked that the energy management program was fostered vertible data showing both the effort and results. Failure to by “Best Practice Sharing” in the first year, “Peer Shamhave this data devalues the credibility of the award. ing” in the second year, and if goals aren’t yet met, “Career Recognitions should be equally systematic. Each comLimiting” in the third year. In other words, like safety, at pany must find its own set. In one company where I worked, a certain point, delivery on energy and climate goals must a team reviewed submissions from around the world and become non-negotiable – hence consequences. selected an Energy Plant of the Month based on implementation progress and achieved results. To avoid exclusion, all sites were considered “plants” including office and research Peter Garforth is principal of Garforth International LLC, Toledo, facilities. There were plaques for the lobby, certificates for Ohio. He can be reached at garforthp@cs.com. www.PLANTSERVICES.com 27 August 2007 http://www.plantservices.com/voices/energy_expert.html http://www.PLANTSERVICES.com
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