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ON THE MOVE PENNONI SUPPORTS GROWTH IN NORTHEAST WITH REGIONAL PROMOTIONS Pennoni (Hot Firm #48 for 2016) announced the promotion of Associate Vice President and Newark, New Jersey Office Director Todd Hay, PE, CME, to regional vice president and the appointment of Senior Business Development Associate Jerry Prevete to associate vice president. Both Hay and Prevete have been vital to Pennoni’s growth and development in the region, which includes north New Jersey, New York, and New England. “Both Hay and Prevete haveworked together to grow our business in this region,” said Director of Strategic Growth Joe Viscuso. “They have shown tremendous effort and commitment to maintaining Pennoni’s excellent reputation, profit, and growth. With more than 20 years of experience as a municipal engineer, Hay has served over 25 municipalities, four counties, and 10 public school districts as the on-call engineer. He has supported the economic growth and development of northern New Jersey through active participation in a number of organizations and maintaining relationships with key stakeholders and government

officials. He currently serves as the president of the New Jersey Society of Municipal Engineers and is on the transportation council of the Newark Regional Business Partnership. Additionally, Hay serves as the commissioner for the Somerset-Raritan Valley Sewerage Authority; appointed city, planning, and zoning board engineer for the City of East Orange; the township, planning, and zoning board engineer for the Township of Nutley; and as the appointed board of education engineer for Springfield, New Jersey Board of Education. He is also a guest lecturer for the New Jersey Institute of Technology and the New Jersey League of Municipalities. Prevete has been with Pennoni for six years and has been instrumental to the growth of the firm’s municipal/township and energy services in northern New Jersey. Through his efforts in business development and marketing, he has successfully increased Pennoni’s municipal client base and supported the launch of Pennoni’s energy design and engineering services. Working closely with counties, municipalities, K-12 school districts, and higher education institutions our clients have been able to upgrade their building

infrastructure, utilizing the complete array of New Jersey’s Clean Energy Programs into budget neutral solutions. Pennoni clients have also been able to reduce their energy spend while receiving significant incentive dollars for their improvements. He has also maintained relationships and secured projects with a number of New Jersey municipalities including the City of Plainfield, the City of East Orange, the Township of Irvington, Berkley Township, Old Bridge Township, and Hillside Township. He is a trustee with the Independent Colleges of New Jersey and with the New Jersey Alliance for Action. Additionally, Prevete is an active committee member for the American Council of Engineering Companies Energy and Environment Committee and for the Building Owners and Managers Association International Energy and Environmental Committee. A graduate of the City College of New York, Prevete has more than 25 years of experience in the solid waste and recycling industries and previously worked as a principal and vice president of marketing and sales for a solid waste consulting company. Hay and Prevete will be based in Pennoni’s Newark, New Jersey office.

GERRI KING, from page 9

performance evaluations. If their performance reviews are not primarily about the future, (i.e., what additional training do you need or how can we help you grow?), then there is every reason to be less than forthcoming. “In a blame-free environment there is a commitment to work things out. Good communication is really the key.” Creating a blame and punitive-free environment is a challenge, but one worth facing. It’s important to remember that a workplace without blame is not an environment without expectations, nor is it chaotic. In fact, it requires increased clarification, articulation, and follow-up. These preferable approaches are usually overlooked or ignored in a punitive atmosphere. The outcomes of a truly blame-free workplace can be quite extraordinary. If negatively delivered criticism is removed, and a trusting, character-building, supportive environment is created – where everyone involved takes responsibility for what went wrong – long-lasting behavioral changes are generated from within. Rather than continuing to respond to external rewards and punishments, employees internalize what they need to do, and identify expectations for themselves. When those expectations are not met or mistakes are made, people are much more willing to acknowledge the part they played and take responsibility for rectifying the situation. GERRI KING, Ph.D., is a founding partner and president of Human Dynamics Associates Inc., in Concord, New Hampshire. For more information, visit gerriking.com.

❚ They don’t know why they should do it. ❚ They think your way may not work or their way will work bet- ter. ❚ They realize that something else is more important. ❚ They anticipate future, negative consequences. ❚ They have personal problems or limitations. ❚ They lack the proper training. ❚ No one could do it. Any of the above deserves attention and requires some responsible action on everyone’s part. In a blame-free environment there is a commitment to work things out. Good communication is really the key. Most importantly, employees should not be afraid. Fear rarely motivates and it promotes secrecy. Even in the most equitable companies, it’s hard to eliminate intimidation. Though people may be encouraged to own up to their mistakes, supervisors play a dual role: They are supposed to help solve problems, yet they evaluate performance. If employees go to a supervisor more than once with the same issue, it may show up negatively on their “Employees should not be afraid. Fear rarely motivates and it promotes secrecy. Even in the most equitable companies, it’s hard to eliminate intimidation.”

THE ZWEIG LETTER August 15, 2016, ISSUE 1164

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