Sentences with phrase «goal performance for»

Not exact matches

Incentives and bonus payments should be reserved for employees who go above and beyond their everyday performance to help the company exceed its profitability goals.

«A very positive activity is to ascertain a set of benchmarks or goals for various performance metrics.

• Teradyne acquired MiR, a Denmark - based robotics company, for $ 148 million, with $ 124 million on the table after meeting performance goals.

Use it as a tool for measuring performance goals, and a tool for understanding how to coach employees to meet those goals.

Transparency also teaches accountability, where employees can get involved in setting goals for themselves and monitoring their own performance.

The best way you can motivate salespeople now is to establish clear goals for the company and rational expectations for sales performance.

If you haven't established the goal line for acceptable performance with them, how can you hold them accountable for their performance?

Theoretically, the employee should have set a list of goals and objectives for the year that will be very useful for evaluating performance.

Coke will give performance - related shares (stock given to an executive for meeting certain goals) more weight in the long term awards, moving the ratio to two - thirds shares, one - third stock options, by 2016, compared to 60 % in options and 40 % in performance - shares now.

Meeting on a quarterly basis and discussing individual goals and performance can help employers identify opportunities for development, as well as tailor development plans around the individual.

During those regular gatherings to discuss individual employee performance and goals, vary the setting, format and agenda for better results.

I always suggest automating performance management with a software that collects data by tracking task and goal completion throughout the year for a painless process.

The executive team determines that instead of simply rewarding employees for meeting performance goals, it will reward how employees approached their goals.

In a Facebook Live for The Goal Standard Challenge, high - performance coach Todd Herman shares how a powerful, yet simple routine to reach new goals and develop powerful business habits.

Entrepreneurs are no different than athletes: For both groups, peak performance requires attention, reflection, and a plan that goes beyond goal attainment.

In a Facebook Live for The Goal Standard Challenge, the high - performance coach tells us that the idealistic «Pollyanna approach» is a surefire way to fail.

High - performance doesn't equal living at the office anymore, and if your goal is to have a high - functioning company for the long term and to really make it sustainable, you need to embrace the fact that your employees are people who also have lives and responsibilities outside of work.

From startups to growing businesses and established companies, having a high - performance company culture helps drive a mission, achieve goals, provides support and creates the foundation for employee growth.

According to a research paper from the American Psychological Association, setting specific goals led to a higher performance 90 percent of the time for companies studied.

At FlexJobs, a high - performance culture means that we hire for and cultivate amazing people who are supported to excel, who believe in both doing well and doing right in order to reach our company's goals.

When done well, progress reviews should feel like a fresh start for employees because they create opportunities for managers and employees together to prioritize tasks, change goals if needed, and ensure workers have what they need to be engaged in their work and improve their performance through development.

Our Editors» Choice winner in this category is SAP SuccessFactors, which did a great job of providing effective mechanisms for assigning and tracking goals, feedback, and coaching, and then examining those criteria during the performance review process.

With the personalized portfolio management solutions offered by Motley Fool Wealth Management, you will get a completely customized investment plan created for your unique needs and goals, have your money managed for you by Motley Fool - trained portfolio managers, get to keep more of your money, thanks to fees well below the industry average, and enjoy 24/7 access to your account's investments and performance.

«This partnership with MaRS is a natural fit for Hydro Ottawa as we continue to drive for performance excellence, while furthering our goal to be Canada's leading electricity company of tomorrow.»

And this begins with establishing the right social media KPIs (key performance indicators) for those content goals.

The Compensation Committee also considered that the annual cash incentive plan already incentivizes performance on three key Company - specific financial measures, and the importance of emphasizing holistic Company performance, as opposed to an isolated metric; the importance of setting a sufficiently difficult target for maximum payout; the benefit of a large and objectively determined performance comparator group; and the overarching goal of an incentive clearly and directly aligned with stockholder interests.

Although the Company's performance for 2007 was in the top quartile compared to its Peer Group and met one of the alternative goals under the Performance Policy, the HRC considered in making its incentive award decisions the fact that the Company did not meet its EPS goal of $ 2.49 (2006 EPS, as originally reported) under the Performance Policy and therefore did not improve upon the EPS results of the performance for 2007 was in the top quartile compared to its Peer Group and met one of the alternative goals under the Performance Policy, the HRC considered in making its incentive award decisions the fact that the Company did not meet its EPS goal of $ 2.49 (2006 EPS, as originally reported) under the Performance Policy and therefore did not improve upon the EPS results of the Performance Policy, the HRC considered in making its incentive award decisions the fact that the Company did not meet its EPS goal of $ 2.49 (2006 EPS, as originally reported) under the Performance Policy and therefore did not improve upon the EPS results of the Performance Policy and therefore did not improve upon the EPS results of the prior year.

based in part on their business line performance, and thus presented the potential for excessive risk taking, the HRC concluded that the emphasis on overall Company performance in compensation decisions, the existence of robust compliance, internal control, disclosure review and reporting programs and clawback policies, the Code of Ethics prohibition on, and right to discipline employees for manipulating business goals for compensation purposes and its prohibitions on derivative and hedging transactions in Company common stock, and the Company's stock ownership guidelines provided adequate safeguards that would either prevent or discourage excessive risk taking.

Prior to his resignation, Mr. Hurd was actively engaged in setting compensation for other executives through a variety of means, including recommending for Committee approval the financial performance goals and the annual variable pay amounts for his executive team.

Focusing only on job performance does not allow you to effectively target employee development for key projects and achieve business goals in the longer term.

corporate goals and objectives for CEO compensation including, for long - term compensation, the Company's performance and relative stockholder return, the value of similar awards to CEOs at comparable companies and past CEO awards; and

A World at Work survey discovered that organizations with a pay for performance culture and Talent Management programs that support their business goals are more than twice as likely to be high - performing companies.

The compensation committee is also responsible for approving the compensation and benefits of the Chief Executive Officer and the other named executive officers, including annually reviewing and assessing performance goals and objectives for our executives and evaluating short - term and long - term incentive compensation.

However, performance shares tied to other performance measures will still vest if Walmart meets at least the threshold goal for those performance measures.

The Committee shall, promptly after the date on which the necessary financial, individual, or other information for a particular Performance Period becomes available, and in any event prior to the payment of any Incentive Plan Award intended to qualify for the Section 162 (m) Exemption to a Covered Employee, determine and certify the degree to which each of the Performance Goals has been attained.

Brian also oversees four Portfolios, with their own goals and performance stated, to use as a base for quality long - term ideas as well as a monthly update of the portfolios in his Newsletter.

Communicate your goals for your team and your representatives clearly in a way that promotes transparency and accountability by letting team members see actual goals and performance numbers.

As noted above, our operating income performance during fiscal 2013 was good, particularly for our Walmart U.S. and Sam's Club divisions, which each exceeded the operating income goals established by the CNGC under our cash incentive plan.

Whereas companies have effective processes for cascading goals downward in the organization, their systems for managing horizontal performance commitments lack teeth.

The CNGC generally establishes the maximum performance goals at a level that would represent superior performance for the company and the threshold performance goals at a level that is attainable but below which the company could not justify a payment.

Our Named Executive Officers typically have the opportunity to earn cash incentives for meeting annual performance goals.

From the document: «The amendment increases the maximum performance level for each financial performance goal and for each individual performance goal under the Plan from 150 % to 200 %.»

Before the end of the first quarter of the relevant fiscal year, the Committee establishes financial and performance targets and opportunities for such year, which are based upon the Company's goals for Earnings Before Interest Taxes Depreciation and Amortization (EBITDA) and are linked to our budget and plan for long - term success.

Our fiscal 2013 ROI goal under the performance share program was slightly lower than our ROI for fiscal 2012 due to the expected impact of acquisition activity and planned capital expenditures.

Within 90 days after the start of each performance period (and in any case before 25 % of the performance period has elapsed), the Committee determines (i) who will participate in the Bonus Plan for that performance period, (ii) performance goals and objectives for such performance period, (iii) the target Award for each participant, expressed as a specified dollar amount or percentage of a participant's base salary), and (iv) the schedules or other objective methods for determining the actual Award a participant has earned in respect of such performance period.

The CNGC's independent consultant attends and participates in CNGC meetings at which executive compensation matters are considered, and performs analyses for the CNGC at the CNGC's request, including benchmarking, realizable pay analyses, analyses of the correlation between performance measures and shareholder return, and assessments of the difficulty of attaining performance goals.

The sales goals for our performance share unit program are expressed in terms of a percentage increase or decrease as compared to our prior fiscal year performance.

For fiscal 2015, the threshold, target, and maximum performance goals under our performance share unit program, and our actual performance, are shown in the following table:

Time Warner Inc said it adjusts for buybacks «so that payouts were not advantaged» if the media company repurchased more shares than it initially anticipated when setting performance goals.

With respect to Awards granted to an Outside Director that are assumed or substituted for, if on the date of or following such assumption or substitution the Participant's status as a Director or a director of the successor corporation, as applicable, is terminated other than upon a voluntary resignation by the Participant (unless such resignation is at the request of the acquirer), then the Participant will fully vest in and have the right to exercise Options and / or Stock Appreciation Rights as to all of the Shares underlying such Award, including those Shares which would not otherwise be vested or exercisable, all restrictions on Restricted Stock and Restricted Stock Units will lapse, and, with respect to Awards with performance - based vesting, all performance goals or other vesting criteria will be deemed achieved at one hundred percent (100 %) of target levels and all other terms and conditions met.