Employee Recognition

As you are rewarded with your people?

The occasional box of chocolates. Maybe one days away "team building", such as learning and dressed with a
some (or many) of beer at the bar for free!

Sometimes you'll see only one person, just for a special effort. Other times, all your people need recognition for a team result, where a major goal has been achieved overall.

The reward is recognition by, frankly, fraught with difficulties!

In fact, in teams, in which yourManagement style can be seen to be consistent and fair for all, you are pretty good and above average, just doing that and very, very motivating, it is!

Material reward is a ball game. You can do it if you are fair and consistent, as a prerequisite, and also listen to instructions, so that you include all your employees. Reward for
great performance on an individual basis must be, above all, it is based.

Then everyone must be in aBe able to be reached because of their size to it that to reward you.

From the people who are always the restrooms clean, the front-star seller – whose benefits are much easier to have company at the end. Ensuring that all can be known, can be a "winner" is of crucial importance.

Then everyone in recognition of shifts will be difficult as well!

If you are seen to do so, then the local skeptics that are the series and what the value of the reward isDevalued.

Take a look at the difficult bit in this?

The key is to keep it fun and easy. Rewarding the team with simple and fun things like cream
Chocolate cake or as a start value can be really, really good.

As a manager, are especially sensitive to things that you hear when someone has done well and reward them accordingly.

Perhaps by making them go early for a night or a shot at a different role, they have sought after a few days.

The truth is, wages are best servedthrough personal thanks and appreciation. And be treated tangible fun to do and use, as long as they comply with the environment in the place where people work.

There are two dangers for material rewards: —

1. You only reward for you or your senior team, "favorites" – and then half of your team feels hard to do, the whole demoralizing.

2. They overlay material reward unhappy employees. And they are unhappy because their job is not the bestEnvironment work for them (the things that always as a case
Not) Nuclear happen.

Releasing a free cake or two with each of your employees, without the basics right is never in your best interests.

If you improve your warehouse operations, then you will want to read this book. In particular, I will discuss different ways you can improve various operations in your camp, enjoy the overall productivity and cut back on labor costs.

You should see how your employees as one of the main hall operations in your company. The relative cost of training employees, combined, compared to the increase in productivity in general the trainingis a wise investment. Without the proper training, you can lower quality of work, expected sub-par productivity, and dealing with issues of security and low morale of your employees.

When this happens, good luck to keep your managers and supervisors. The emphasis that they have to put up with dealing with employees who are not trained properly lead a chaotic situation.

Improve your inventory management, by improving the training of every employee.

Thesecond most important thing to improve the warehouse operations, the use of tools for employees in the warehouse. Many tools can be used in simple link processes to five or even 10 times as much, although not scrimp less effort of the employee. The purchase of an additional pallet jack, if the cost of your employees' time every day, from having one or two of them to share.

Generally, labor costs more than materials. That is, if you mean finding the right quantity,Tools to involve the linking of the work, even if these tools are somewhat expensive, is usually still a good buy. This means if you spend an extra stretch film, which does not stick or have received pause in the middle of the package, then it is advisable to spend the extra money.

The proper maintenance of equipment is also a very important warehouse operation. It will not only improve productivity, it will also raise the standard of safety in the camp. You should planpreventive maintenance on two fixed lift trucks, conveyor systems, dock equipment, etc., to work things will run properly before they break.

Also to encourage the employees to be immediately informed if there is a problem with equipment, you can catch a lot of simple maintenance issues and resolve them before they are drastic.

Finally, I gave you some points on how to assess your warehouse operations, increase. You may not be as sexy as the latestWarehouse Management software, but they have been tested time and working in warehouses everywhere.

Sometimes we do not understand the true commitment of safety management. In many cases, says the right things, but in reality do they always practice what they say? To get the root of this, there are some questions you should ask yourself for the success of your security process, Gauge:

Is the organization as work together to create a safe working environment seen?
Is there a sharing of responsibilities between management and employees?

SecurityCommitment, as well as the Quality is the promotion and appropriate behavior by the entire organization, management, especially top-level. While commitment starts with top management, it is particularly important that an organization uses effectively develops employees in the definition of assistance and the security process. Here staff will be very valuable to help that management participation system to function properly. This commitment is essential and must be easily visible byEvidence of commitment to "Walk the Walk and Talk the talk" and use the setting as "Not what I say."

Ideally, this means that shows participation in the process of care for every aspect of safety for all employees in the organization.

Successful top managers use a variety of techniques that relate them to the visible security aspects of an organization. The key is to find methods that fit your style and that can be adapted to your workplace. As a rule, notall the processes to fit each organization as planned. You have to look at your business model and adapt it to the safety of your own business process. What comes first? "The chicken or the egg."

Employees will perform in the organization that the security is supported when her daily activities, considered as the prevention of injuries are seen. Daily activities can only happen if every employee knows what to do (their roles and responsibilities are clearly defined) and obliged to fulfillspecific activities, ie they will be held accountable for their actions.

Leadership is the core of a successful management system. Security management needs to include all activities of the organization that all employees, customers, suppliers, contractors and the community will be integrated as an important participant in force. All levels of management need to actively demonstrate commitment to safety, while they bear their responsibilities in the organization. It is the role of managementto develop and maintain a culture of safety that the safety of the values and principles and do not support as a priority.

Management must recognize that the successful implementation of a safety management system requires the active and meaningful participation of workers.

The main requirement of the apex of the arch is the commitment of management and leadership and the rest of the arch is the management program, which must be integrated into the security system. If the system does not workdetermined in such a way is not the system, therefore, fails the bow.

An important question such as: What is a supervisor performance drives? The performance is driven by the perception of the wishes of doing the next level of management, their perception of how their manager will be measured and their perception of how they are recognized for their efforts. According to Dan Petersen, research shows that the answers to these questions require supervisory power:

Whatis the expected impact?
What is the expected recognition?
As the two are together?
How are they measured?
How will it affect me now and in the future?

The role of the supervisor has agreed to carry out some tasks to an acceptable level. The oversight roles and responsibilities are properly defined simply in nature and can be used as the implementation of the agreed measures. Although there may depend on the organization, the following activitiesusually fall into roles and responsibilities of the supervisor:

Inspecting and reporting hazards
The holding of meetings, 2-minute drill, weekly and monthly
Performing one-on-one contacts with employees
Investigating Injuries
Developing job hazard analysis
Making observations of the work environment
Enforcement of plant rules
Maintenance of records

The role of management is to ensure that:

Employees, as expected
The quality of performance is to a certain placeStandard
They are personally involved in a number of agreed tasks

The role of professional security advice and support to every level of the organization. Contrary to the belief of the security professional should not do everything yourself. In general, the security professional has become "Gopher", does the biding for the management. Why is this so? In each area, the security professional as to the person who solve everything seen. Therefore, use this oversight role to their advantagenot have to deal with security issues. Over time, the security professional is the only security problems should be solved. I have a saying, "I can help you, I can be in the trenches with you, and if you need a hug, I can too. But I can not do it for you."

I guess everyone can define a disengaged employees, so we are on the retreat of Israel (the symptoms and costs) are concentrated in a separate article. How do you define a highly dedicated staff and how the difference to a moderately engaged employees? The difference in the results that you achieve it is? Perhaps, or it is the right behaviors and attitudes related! Certainly, hard work is a factor for high commitment, but not the only factor. Let's take a closer look at theDifference.

Very dedicated staff:

Provide increased efficiency in carrying out their duties and responsibilities and seek to continuously improve.
Enter the daily interaction with colleagues and strive to support, assistance and improvement of their colleagues performance and results.
May get frustrated and angry, but sometimes avoid blame others and a positive attitude and enthusiasm to her job and colleagues, when things are not as planned.
Often take the additionalnecessary measures to ensure that products of the highest quality and no defects.
Show high energy and initiative in carrying out their duties and any additional tasks needed.
Regularly suggestions for improvement, cost reduction ideas to provide new efficiencies to bring to the workplace.
Contribute to the overall picture of the search for win-win solutions for everyone involved.
To achieve and exceed business objectives despite all obstacles.
I like you understand the crucial importance of the customer and it is thisWillingness and attempt to please "building that strong and profitable customer relationships.
Constantly doing as a company, endorsed in social situations in the community, clubs and associations, etc. These advocacy to attract new talent and new clients for the company.
Understand the need for change in order to compete effectively in the market and easily adapt and support change.
Must be replaced much more expensive if they rely on and have much less potential for resignationpursue new careers!
Very dedicated staff to bring their business value, in many cases with the same or a comparable training wage as a moderate committed employees. This may be through improved skills, better focus, more concentration and effort, etc. With increasing competition, collect all your customers appreciate the products and services they need, added! Look at the list above and you can then decide whether your employees in the highly committed or engaged fall moderatelyCategories.

Very dedicated staff is usually only 20% of the workforce. If a company's commitment to the 60% of the moderately engaged employees and even a few percentage points (eg 10-15%) increase to more skills or focus on business objectives, it can be a big dividends paid by the entire organization . develop It requires the employer provide the right environment for employees, enabling them to increase their efficiency and the best that they create for themselves.Successful managers and companies to find ways to promote, create, maintain, develop and cultivate the attitudes and behaviors they need, which will lead to high employee commitment.

Any organization, whether to an employee or 500 employees, have an annual Human Resources audit. An HR audit is similar to an annual health check. It is a means by which to measure an organization, where it currently stands and determine what to provide them to improve their HR functions has been able to. An audit involves the systematic review of all aspects of human resource functions. It also ensures that they comply with government regulations and company policiesand your organization is not in danger of fines and penalties. An audit is not just a "check up" – you should be prepared to be the necessary changes identified by the audit. A human resource audit can help prevent costly lawsuits and fines, to identify the weak points and correct them.

Who should conduct the investigation?

An HR audit can be performed by your HR staff, an outside consultant or an employment law attorney will be conducted. This person must have significant HR experience and shoulda checklist or a structured method for assessing a company's risks and needs. In addition to bringing key advice and knowledge of all relevant legislation to the table, an audit conducted by an outside consultant, can add additional credibility to the results of the test. Records from a self-audit have not done the same credibility as audits by independent sources, but it is better not to do a self-audit review to be too.

What is reviewed during an audit?

Most tests areconsisting of a series of separate questions on the subject or functional area. A compliance audit is not a one-day project. It will touch all areas of HR, and may require a view on documents and interviews with HR policies and staff and selected employees and managers in other areas of the company. The level of effort depends on the size and nature of the business.

Most tests begin with a review of the existing employee handbooks and policies and procedures. This represents aTo assess the starting point for the needs and risks, identify conflicts or outdated policies and procedures and then delete them, and which lack the gaps in policy. Some include the other areas, in an HR audit objective:

Staffing: An examination of the recruiting and hiring procedures can quantify sales performance, show gaps and help fulfill the organization forecast of future openings. It can also be potential problems with diversity or discrimination.

Compensation / EmployeeClassification: An examination of these areas includes reviewing compensation, overtime, employee classifications (free / not free), and records.

Federal, state and local regulations: An effective audit checks compliance with applicable federal, state and local laws – and can prevent lawsuits and fines. Incomplete or missing I-9 forms can result in an employer that between $ 100 and $ 1000 just convicted of any disturbance, the implementation of an E-9 form of a fine.

Administration:Consideration of this area regularly examined HR tasks such as benefits administration and attendance, and examine the handling of personnel files and confidential files.

Employee relations: A review of employee relations issues including review of communication processes, discipline procedures and performance measurements.

By regularly reviewing your Human Resource functions, which reduce your risk. If you have concerns significant adjustment costs for your company,They want an assessment as a structured investigation privileged attorney-client relationship must be examined. By a solicitor to carry out the test, you can identify problems and correct them and protect certain information that may otherwise be available to government investigators.

The information provided in this article about the general human resource management principles, methods and principles and is not intended to be construed as legal advice. Ask your attorney for legal laborCounseling or advice.

The senior flight attendant on the WestJet flight began the routine safety talk: the bit about flotation jackets and emergency exits that we ignore at the beginning of each flight.

"If we could have your attention, would you please, we are – we value, in fact, had to be downright shocked," she said. The passengers and the rest of the crew laughed with her and then, having captured our attention, "she continued with her instructions.

This event, on my second flight with theMay have been airline, the time when I was a fan of this upstart, low-makers. The flight attendant was just a little joke by many good-spirited comments I heard from the station staff and cabin staff.

Guess what? I like traveling with people who enjoy their work. And this point is argued by Lance Secretan in an IndustryWeek article (15 May 2000) that employees should be treated, as well as customers.

Modeled with Southwest Airlines as their example (and WestJetthemselves) to the southwest, "says Secretan administration has realized the same commitment and resources in the internal marketing staff, which puts it in external marketing to customers.

This is not an unreasonable idea, considering that companies often fight harder to get and keep as good people to get and keep customers. In other words, you can serve customers well, if you do not have good employees? And do not forget the maxim that employees treat customers as theyaddressed by management.

So if we wanted to build an internal marketing program for employees, where would we begin? What would we do? As we would do it?

Well, perhaps we would first of all in the same way as we find out from external customers: first, what they wanted. By identifying the benefits that they consider very important, and the communication via these services.

Since our internal marketing to articulate reasons for the (objective), as we figure the objectivesof employees, and to identify the best medium, we are establishing a communication strategy.

Once we have a strategy that we can get on the tactics that demonstrate how we implement the strategy: What will we discuss how many times we discuss it, and what kind of presentation we use.

What we are discussing relates to our topic, how often refers to the number of a certain length of time that we talk about the topic, and kind of presentation refers to the toneWe do send our messages out.

After both the strategy and tactics are in place, we act. We implement the plan. And mean good internal marketing, external marketing, as would, gathering feedback afterwards.

In the case of external customers, feedback is immediate and obvious, they buy or not buy it. Let us turn to internal customers, but the feedback is less obvious. In general, however, we are set on the basis of targets employees have to do certain things inthe feedback phase, we can ask them if they did, and how well and how often.

In summary, get and keep good employees who care for them, as if you were important customers, through internal marketing.

In all your profit for the asset, what counts is the most of your employees. Most of your internal business environment is comprised of staff. You're the only one whose head of the department among the best and the most out of them. How are your machines, they need timely consideration as well. The key words to help you have your HR – motivation, recognition and appreciation.

The question that comes next is how to do that? Simple, by gift and rewardingshow it in different phases, in fact, that their work is not neglected. Gifts in the case of employees are two types of the first type is the festive gifting. The formal donation refers to the workplace culture and aims to bind the company in a large family. Most companies go with festival bonus but the trend these days is the gifting customized souvenir. These usually include individual key holders, desk accessories, clocks, diaries, organizers, etc. with the companyLogo or name on it. Small businesses sometimes go with the traditional way of Indian sweets and dried fruit gift packages.

Second type of gift refers to employees appreciation. These relate primarily to individual employees, depending on the specific productivity and its contribution to the economy, but they can also apply to all employees at companies enjoyed large profits to be distributed. All of the above are the essentials for the motivation and work recognition. Live –Example of employee appreciation is the sixth pay Commission said the central government. Increase in remuneration is the most common type of employee appreciation. In cases where wage subsidies is not possible, companies go for gifting trophies, discount coupons, gift vouchers etc. If you work for a company with a great name and fame can be gifts such as pen drives, laptops, MP3 players, packaged tours get (nationally or internationally), and so on.

If you care soYour company, you can got right to feed its population. Gifting workers is not something optional, but a new level of safety in the workplace and improving the quality of the work environment. So, if you are a business, you choose your item bag of sweets to treat your employees. Birthday

In any labor market firms compete to attract and keep paying the best employees, services, promotions and training. But these well-intentioned efforts often miss the mark. The front-line manager is the key to attracting and retaining talented employees. No matter how generous the pay or how well known the training, employee survey research shows the company, the big front-line managers is absent, are suffering.

The best managers select an employee for talent is not than for skills or experience, setting expectations for him or her, establish the right outcomes rather than the right steps. To motivate the best managers, building on unique strengths of each individual instead of trying to fix their weaknesses. And great managers develop people, the right fit for each person, not necessarily the next rung of the ladder.

Essential to this process is the use of an appropriate scale, the bond successfully with customer data> Employee productivity, customer loyalty and profitability.

Given the importance of front-line managers, an effective employee incentive program must begin with specific incentives for the supervisory level. Clearly, the factors that motivate supervisors are also other factors that motivate the workforce employed. Through the root-cause analysis underlying psychological factors that motivate supervisors within a particular companyEnvironment are identified and appropriate incentives are designed to address those factors. NBRI employee survey research has shown that these factors into one or more of the following categories are available:

· Career Advancement

· Money

· Prestige

· Public recognition

It is not always the case, then, that incentives for employees, particularly in the supervisory level, require extraordinary expenditures by management toenhance the performance of employees. While most employee incentive programs include a combination of the above categories, NBRI research has clearly shown that the recognition is above all, the most powerful motivator.
A major healthcare provider was faced with low morale, high staff turnover, and departmental power struggles when they turned to NBRI for assistance. A standard NBRI employee survey instrument was used, the data collected and theRoot cause analysis performed. Weaknesses (as normative values defined below the national average) contain the average among the perceptions of workers compensation, communication equipment, teamwork and overall performance of their employees. Management could easily spend several years and a ton of money for each of these weaknesses to eliminate one at a time. But the root cause analysis found "my boss appreciates my input" as the primary, underlying psychological factorImpact on employee population, which, when corrected scores in more than 60% of the increase would be addressed by the staff survey. NBRI proposed several corrective measures, of which one of the following:

Strategy: "Great Ideas" program

1. Employees submit ideas on how to streamline the company to reduce costs or increase sales.

2. Can be done on paper, e-mail or via the company intranet. Intranet is recommended because theyDocumentation of the person and the time presented the idea of any potential conflicts.

3. All ideas are evaluated.

4. There is no limit to the number of ideas for services selected.

5. An idea is selected for merit, if in the sole opinion of management, it should be implemented.

6. All employees who are present their ideas to be implemented company-wide recognition of merit and receive a bonus on the financial implications of the idea of related,Company.

Also based on their employee survey data, several strategies were recommended, but this strategy can achieve several goals. First, the cause has been addressed by encouraging feedback and upward communication throughout the organization. Secondly, this strategy was the foundation for a program to recognize that, although open to all is only for those who deserve awards. And third is the company's investment in the program – the premium – derived fromadditional funds, the program generates.

To support and perhaps even more important than the total number of employees in population strategy, a second strategy was implemented for supervisors only. Prestige and recognition is to supervisors, the promotion and development of their employees, "such as management thinks as necessary, in consultation with the Great Ideas program. That takes time, patience and respect for all ideas about the role of supervisors, thediscuss the ideas submitted to their subordinates to see them, to train the continuous impact of their ideas. Supervisors and ultimately the employees reporting to them have also reached career, because they have made since their ability to translate the critical perceptions and attitudes of management in the daily conduct of subordinates at all levels of the organization to the test.

This client is in its fifth year with NBRI, and has moved from a poorNear the best performer in the class.

In summary, is to determine the majority of companies now think in terms of property employee incentive programs to increase worker performance. Awards, travel, money and other tangible rewards can certainly play a role in an effective employee incentive program and the recognition alone can often see more than empty words. However, by conducting employee surveys, NBRI research has shown that itoften the case that most motivating incentive for employees or supervisors is primarily psychological in nature, and whether they are) from a desire to play a greater role in the future development of the company (as above, or the desire of his work improve, play / life balance, or to see the desire for action executed with fairness throughout the organization, and so on, it is of utmost importance to the employer initially the motivating factors that will work best with the identification of their humanResources, through valid research, and then use that information through the application of interventions – employee incentive programs – the strategic strike at that cause.

Progressive and innovative executives recognize the importance of increasing motivation and satisfaction of employees, increase their production. More than just pay incentives to workers by individual power requirements are increased benefits to fit their needs and motivate them with the quality of working life.

Increase employee motivation and satisfaction can better promote the productivity, effective, efficient and loyal workers, promoting higher-quality work and make them stay longerin the industry.

The kind of motivation and efficiency among employees is the way in which modern human resource management is done. In fact, there is a direct relationship between progressive human resource management and efficient administration, a job, to achieve the objectives of the company and its employees is conducive to containing.

In addition, determine the success of your management of your knowledge and skills in evaluation and identificationQuestions and concerns relates to employees and the ability to handle and solve them with the help and the satisfaction of employees. Several factors have, for example, if your employees know how to measure and evaluate their performance, to promote education and training programs and invest in the personal development, confidence in the knowledge and skills of your employees and the opportunity to keep your employees, be considered in decisions and an open, honest and freeCommunication with them.

Not only can these factors stimulate the productivity of employees, it can also help avoid problems, or with the management and employees as well.

Ensuring a good quality of employee performance depends on how much the opportunity to reward them for their individual development and achievement and recognition, responsibility, and to.

The compensation is a primary reward you can give your employees. Once the pay and benefits are correctestablished, it is important to use other ways to further enhance the performance of your employees. Increase the productivity of employees is better mainly due to the recognition of their desire to perform is based on the work, responsibility and higher goal and success. Moreover, the quality of working life also includes your employees a part of the decision making process.

However, there are cases in which the productivity of the employees, lower wages and enjoy the benefits. And notall staff productivity and motivation issues are resolved by fat paychecks and promotions. Workers may also appropriate to become more efficient with fair pay to performance.

Targeted-fit services to meet the needs of our employees is an important part in promoting the quality of work life among the employees. This can maximize the wage that the employee go, as well as the return, without necessarily overhead and operating costs. For example, instead of rent setting,and training new employees, the more time and money to be connected, you can motivate your existing staff by providing them with opportunities for professional growth and development such as training and improvement. The efforts to the individual needs of your employees with flexible benefits to meet contribute to the motivation. It may even be more valuable to an employee than a raise.

Please note that should an employee to another and from factors such as age, education,Experience, marital status, family size, job performance to determine the attractiveness of a benefit. It should make proper planning, consulting, training and implementation to achieve positive results.

Need in these times of global economic crisis, fear and insecurity of all business fronts, employers and employees to have a focused and positive attitude. Each head of an organization or a smaller team must first look at themselves. You can not build a team without having to itself, it always starts with you. They can teach effectively only what you consistently model.

I have more than 25 years as a senior sales executive for Fortune 500, mid-size and start-upEncourage businesses, empowering and coaching highly successful high-performance sales teams that delivered enviable sales results. It all started with me having a positive attitude towards life and passing that on my team. They can not tolerate negativity in teammates or the organization as a whole – it's like a cancer, and it must be cut out.

Negativity is all the energy sucked out of a company – like a vacuum, you will find it difficult to be energetic in the negativity is the predominantAtmosphere. In order to have energy, you have to stay positive because energy is a byproduct of a positive attitude. You can not feel positive and lethargic, and pulled at the same time. Yes, you may experience fatigue done for long hours, frustration is not enough on any given day, anxious to make the presentation or request that perspective, but you can not lose your energy when you have the power of positive thinking in the back!

Therefore, the first thing that needs toare obviously the leader must be positive in your mind, body and spirit. Secondly, the leader adaptable or flexible. He or she needs at this model and expect this from every team member.

"Inflexibility is one of the worst human emotions. You can learn to check impetuosity, overcome fear with confidence, and laziness with discipline. But for the rigidity of mind, there is no antidote. It carries the seeds of its own destruction." Author unknown.

The following is what I call the four Cs –Team-building, as I have learned in my years of building high performance sales teams.

1. Very communicative – communication is absolutely necessary for success. Open communication builds trust and trust is the foundation for all successful relationships. To improve your communication:

– Be Candid – Your goal should be to speak truthfully, but to provide with kindness.

– Be Quick – State your concern or problem within 24 hours. Do not make it firmer.

– Be inclusive – Do nothoard information. Be careful, if need be, even if the open communication increases the confidence, trust increases ownership and ownership increases participation.

2. Highly collaborative – All your strength is in unity.

– See teammates as people, not competitors. This is huge that we need fame asylum for himself in the team.

To supplement – not suspicious of teammates.

– Concentrate on your team is not. It is a relay race, not a sprint. There is no I inTEAM.

3. Competent – you can not build a great team without great players. You can not lose, but you can not win without them. Major players:

– Are Committed to Excellence – Excellence teachings of our value to our own opportunities, not on a comparison to others.

– Never settle for average – you always do their best.

– Pay attention to detail – Dale Carnegie said: "Do not be afraid to give your best to what seemingly are small jobs. Every time you conquer it makesthat much greater. When you do the little jobs well, the adults tend to take care of themselves. "

– Perform with consistency – They give their best all the time.

4. Committed – "The harder you work the more difficult it is to surrender." Vince Lombardi.

– Commitment is found in the middle of the fight.

– Commitment has nothing to do with your gifts and abilities.

– Commitment does not come for election conditions.

Commitment lasts when it is based on your values. TieYour obligations to your values. There is no such thing as a half-hearted champion.

These are very tough time that we all face. As a team leader and team player, we all need positive people are powerful, we can get in the team. How we manage through this current mess, we all remember, we can change our attitude and to ensure that we have a positive mental attitude. In addition, we can take personal responsibility as "change agents" and the best team players we can bylive the four Cs of team building.

The employers want and need leaders, change agents who can communicate clearly, common, competent and committed. You want a problem solver. Are you willing to break the barriers and be a team leader. It is adding value to, your employer and others.