Performer Rpm Heads

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Times were tough - they still are. So you cut back on your training budget and you backed off your employee development programs because lets face it, it was that or layoffs. Your employees understood - they all nodded their heads in the company meeting when your CEO said it was time for everyone to tighten their belts and work through this difficult year. No one resigned. No one even asked any questions.

But now they are sitting in their cubes reading the news and seeing the glimmers of recovery. They are starting to get calls from recruiters again. The grass is getting greener and not just because spring is coming.

So in case you've decided to take a wait and see attitude with respect to making sure your best workers are not eyeballing the exit, consider this quote from Richard Martin on the State of HR: From Recession to Recovery survey completed by Speechly Bircham and King's College London HRM Learning Board:

Pressure is building and there are indicators throughout the survey findings that 2010 may see a huge release in pent-up discontent and a surge in employees looking to move on.

According to the Bureau of Labor Statistics, voluntary turnover averaged between 20-23% between 2001 and 2006. If you assume that your high performers are also your highest flight risks, consider the impact of losing your top 20%, especially when most organizations are already coping with staffing shortages and limited resources.

So what can you do? Simple. Talk to your people. Today. Schedule a meeting with each member of your team and ask them these three questions:

• How happy are you with your job right now?
• Are there tools or training resources that you think would help you do your job more effectively and/or would lower your stress level?
• Are you satisfied with your compensation?

I can see you rolling your eyes you know. Most companies and managers don't ask these questions because they don't want to hear that their employees are unhappy and because they don't have resources to offer training or compensation increases. Why ask the question if you can't do anything about it? Here's why:

1. Just by asking the questions you are showing that you are aware that your employees have a choice. They have the option of taking their services elsewhere already, and by acknowledging that you are showing that you value them. A little appreciation goes a long way.
2. How many times have you seen or been through the fire drill that occurs when a high performer gives their notice? Options that didn't exist yesterday suddenly materialize. More money, flexibility, role changes, etc. This happens because managers and HR departments know that it costs money to replace employees - turnover is pricey. So why wait for the offer to let your best people know they matter?
3. You might be surprised by how little it takes to make people happy. Sometimes it's about a $500 training class or a little flexibility - a day a week working from home. While you might not be able to meet every request, at least you will have the details and maybe you can work them into the budget over time. People are far more willing to be patient if they know it's coming at some point.

Money is not the only metric by which people measure their job satisfaction. Most employees, whether they do it consciously or not, have five factors that add up to their overall employment happiness quotient. They are (in no particular order) opportunity to learn new things, opportunity to gain new responsibilities, stress, money and people. So while you may not have the resources to make a big change to each person's salary, you can certainly find ways to move the needle on the other four metrics.

The most powerful tool in your arsenal as you approach the task of retaining your high performers is your ability to listen. So whether you are sitting in the boardroom or just the nicest cube in your row, if you manage people now is the time to find out whether they are happy in their chairs or perched on the edge of their seats. Now is the time to develop and communicate an employee engagement strategy that focuses on retaining your high performers. Now is the time to reinvest in the people that make your team great.

Katy Tynan is the founder of Personal Focus Coaching - a management coaching firm based in the Boston area. Author of Survive Your Promotion! The 90 Day Success Plan for New Managers, Katy works with individuals and organizations to facilitate the transition from individual contributor to team leader. To learn more about Katy, visit http://www.personalfocuscoaching.com or stop by the community of emerging leaders at http://surviveyourpromotion.com.

Affordable Performance the all new Nissan Skyline R33 GTS25-T......

In 1993 the all new Nissan Skyline R33 GTS25-T replaced the successful R32 GTS- T. Little brother to the all conquering GTR the GTS25-T is more affordable and still a thrilling ride. It features a more modern new shape with smooth lines rather than the sharp edges of the previous model. The new looks were debatable some liked the newer styling of the R33 and some preferred the harder edges of the R32. On the road with the R33 the first thing you notice is how smooth the R25DET engine is power delivery is linier and the car pulls hard from 3000rpm to the 7000 rpm redline. The manual coupe version will propel you from 0-100 in 6.18 seconds and complete the quarter in 14.4. Maximum power is 187kw at 6400 and a max torque 295nm at 4800. The RB25DET is a ripper and featured technology ahead of it time. The 2.5 liter turbo intercooled straight 6 features a twin cam head with variable valve timing on the intake side. Handling of the coupe is great with a good balance between comfort and a sports like feel. The rear of the car steered by a system called HICAS which works by calculating the speed and angle of the car through the corners. This feature seems to minimize under- steer and kept the car flat through the corner. The rear on the car is equipped with a viscous LSD and steps out ever so progressively when pushing hard. This makes the car easy to control but if pushed to hard it would be easy to loose the rear end. The skyline is a medium size coupe weighing in at 1360kg and when cornering its a great drive but not quiet as direct or nibble though the bends as the lighter R32 was. But light suspension modifications improve handling significantly. In Australia a good series 1 GTS25-T can be picked up for around $17,000 and a series 2 for around 20,000. With standard features including electric windows and climate control I thinks it is great value for money. With light modifications to the engine and suspension this car can be turned into a street weapon. For more information I recommend visiting.

In 1993 the all new Nissan Skyline R33 GTS25-T replaced the successful R32 GTS- T. Little brother to the all conquering GTR the GTS25-T is more affordable and still a thrilling ride. It features a more modern new shape with smooth lines rather than the sharp edges of the previous model. The new looks were debatable some liked the newer styling of the R33 and some preferred the harder edges of the R32.

On the road with the R33 the first thing you notice is how smooth the R25DET engine is power delivery is linier and the car pulls hard from 3000rpm to the 7000 rpm redline. The manual coupe version will propel you from 0-100 in 6.18 seconds and complete the quarter in 14.4. Maximum power is 187kw at 6400 and a max torque 295nm at 4800.

The RB25DET is a ripper and featured technology ahead of it time. The 2.5 liter turbo intercooled straight 6 features a twin cam head with variable valve timing on the intake side.

Handling of the coupe is great with a good balance between comfort and a sports like feel. The rear of the car steered by a system called HICAS which works by calculating the speed and angle of the car through the corners. This feature seems to minimize under- steer and kept the car flat through the corner.

The rear on the car is equipped with a viscous LSD and steps out ever so progressively when pushing hard. This makes the car easy to control but if pushed to hard it would be easy to loose the rear end. The skyline is a medium size coupe weighing in at 1360kg and when cornering its a great drive but not quiet as direct or nibble though the bends as the lighter R32 was. But light suspension modifications improve handling significantly.

In Australia a good series 1 GTS25-T can be picked up for around $17,000 and a series 2 for around 20,000. With standard features including electric windows and climate control I thinks it is great value for money. With light modifications to the engine and suspension this car can be turned into a street weapon. For more information I recommend visiting.

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What car would win in a race?

My buddy wants to race my 5.0 in his 2010 Mazda Speed3.

Heres the mods list for the cars:

Mustang:
F Cam
1.6 Rockers
Gt40 intake
BBK shorty headers
Catted H pipe
Flowmaster Mufflers
Edelbrock Performer RPM heads
Ford Racing Wires and Plugs
MSD distributor Cap
MSD ignition Coil
75mm Throttle Body
75mm MAF
24lb/hr injectors
190lph fuel pump
BBK CAI
EGR delete
Stock Tune(Have to get it to a dyno).

Mazda:
Stock Tune
Custom CAI
Borla catback

It sounds like you have a penis extension.

It depends where and under what circumstances. If it was a point to point battle through traffic, then the Mazda 3 would kick the 'stangs butt to Tuesday.
What about if you went over 500 miles? You'd spend longer at petrol stations; thus losing any power advantage you have.

Even a Ford Fiesta will beat a Corvette under the right circumstances.
http://www.youtube.com/watch?v=h_KIqdS1SO0&feature=related

Power is not the be all and end all. I bet that my Formula Ford which only puts out 140bhp would also kick your 'stang's butt to Tuesday as well.

1987 Cadillac Brougham from North America - Comments
Gaskets leaking oil in several locations, leaky fuel pump, bad carburetor float, Overdrive clutch faulty (NO 4th Gear), no downshift due to low HP ratings.

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