Archive for January, 2012

Ongoing Training Helps Managers Reach Success

Tuesday, January 31st, 2012

Bruce Clarke, CAI’s CEO, discusses the importance of managerial training in his most recent edition of his News and Observer column, “The View from HR.” In his column, Bruce informs his readers that less than half of the companies he surveyed had no budget for managerial training. Bruce argues that without training, managers are unable to improve their soft skills, which are necessary to lead an organization. Communicating effectively, working well in teams, empathizing with colleagues and keeping calm in stressful situations are examples of soft skills that lead businesses to success.

Making sure your managers are adequately trained to handle their projects and supervise people is important no matter if your budget is large or extremely limited. Considering multiple budgets, here are a few ways to train your managers:

Training Classes

  • Employers’ associations and similar organizations offer companies several training options for their managers. While training programs range in price and length, they offer participants valuable information and leadership practices to take away and use for supervising their staff members.

Webinars

  • In addition to training classes, managers can learn key concepts from webinars. Many times managers want to attend training classes, but their demanding schedules make leaving the office hard. Webinars allow managers to sharpen their skills and improve their leadership without leaving their desks.

Reading

  • An inexpensive way for managers to advance their skills is to invest in managerial literature. Many non-fiction books offer managers solutions for solving people management issues or ensuring the success of a project. These books are often available at public libraries.  In addition, reading blogs like this one that share tips on increasing retention and company morale is an effective way for managers to strengthen their leadership qualities.

Mentors

  • A meticulously organized company mentor plan is another budget-friendly method to train your managers. To make this program successful, match new managers with experienced and high-performing managers. The seasoned managers will have a wealth of knowledge and experiences to help their newer colleagues tackle and conquer tough workplace issues. These employee pairs should meet regularly for an extended period of time to be effective.

Managers juggle many tasks and are responsible for multiple people. For these reasons, it’s important to ensure that they receive proper training. Giving them several opportunities to improve their soft skills will help your company see more success. If you’re interested in CAI’s training courses, please contact a member of CAI’s Learning and Development Team at 919-878-9222 or 336-668-7746.

Photo Source: Ryan Holst

Four Ways to Build and Sustain Trust in Your Workplace

Thursday, January 26th, 2012

Are you constantly checking and rechecking the work completed by your employees? Does your boss often say phrases like, “it’s my way or the highway” or “that’s not the way you should do it”? Have you noticed your staff members watching their backs or withholding information from their coworkers? Do people consistently give you instructions that are contradictory? If so, your organization is suffering from a lack of workplace trust.

Building trust in an organization is no easy feat. Time, dedication and care are essential for keeping trust nurtured and sustained. Trust is a fundamental value that all companies should practice because it improves almost every business facet, including retention, morale, communication, customer service and productivity. Employers that focus on trust exhibit confidence in the decisions their workers make, have more collaborative workflows and keep employee motivation high.

Because trust starts at the top, ensure that management is included in your efforts to improve trust at your organization. Employees will quickly follow suit when management is leading the way. Incorporate the tips below into your workplace processes and see the level of trust increase significantly.

1.  Establish Values

Use your company’s mission and values extensively. All employees should be aware of what they are, and they should all strive to uphold them. Revisit your mission and values during staff meetings and post them in different areas in your workplace. Your business changes over time, so make sure to continually review, revise and align your mission and values with the business results you want to produce and the employer brand you want to exude. Ask for input from your staff members when reviewing and revising.

2.  Communicate Openly

Being transparent in your business practices will gain you the trust of your employees. Don’t disseminate information to only a privileged few (unless it’s confidential) because outcries of favoritism will inevitably ensue. Instead, frequently share information with all staff members. Employees don’t like being in the dark, and they will become more engaged the more you communicate openly with them. Additionally, don’t shy away from telling staff members bad news. Even though the news may not be desirable, they will respect the fact that you gave them the truth.

3.  Respect all Employees

Just like trust, respect is earned. You can’t expect your team members to follow your lead if you don’t respect them or the contributions they make to your organization. There are a number of ways in which you can show your employees that you respect them. Don’t micromanage them and obsessively recheck over their projects. Give them clear expectations and autonomy, and they will produce good work. Show them that you are interested in their lives by getting to know them. This can include learning their children’s names or the sports team they follow. Ask for their opinions on business initiatives, and stay informed about their personal short-term and long-term goals. No matter if they are full-time, part-time or temporary employees, recognize the work they perform by thanking and praising them often. Trust is easier to maintain when each of your team members feels valued and supported by the company.

4.  Be Human

Too many managers want to appear perfect, but the ones who resonate best with their employees acknowledge their mistakes and confess when they don’t know an answer. Yes, admitting imperfection will make you more vulnerable, but it will make you more human and that’s a characteristic that employees want in their managers. Let your team members know that mistakes can happen, but they must make a commitment to learn from them. Another way to show empathy is to respect your employees’ work/life balance. Unless they give you a reason to doubt them, trust that they will complete their assignments, and allow them to enjoy their lives outside of work. Be loyal to your employees and they will reciprocate.

You can’t establish workplace trust overnight, but you can destroy it in a matter of seconds. A continuous effort to show employees the importance of trust is necessary to keep it alive at your organization. Integrate trust in your values, performance appraisals, onboarding practices and other workplace activities. Companies that rate trust highly are more successful than companies that don’t. For more information on building trust at your organization, please contact a member of CAI’s Advice and Counsel Team at 919-878-9222 or 336-668-7746.

Photo Source: korapilatzen

Stop Poor Employee Behavior from Damaging Your Workplace

Tuesday, January 24th, 2012

“No one has ever been fired for a bad attitude. Sure, attitude may be the reason given, but the real reason was poor behavior. We cannot know another person’s attitude (whatever that is) but you can observe and act on behaviors,” Bruce Clarke, CAI’s president and CEO, says in the latest edition of his News & Observer column, “The View from HR.”

Some managers are quick to say that their poor performing employees have bad attitudes. However, if they observe the actions of their poor performers and offer suggestions for improvement, managers can turn employees with perceived bad attitudes into productive workers who positively affect the company’s bottom line.

Knowing how to correctly handle an employee with a behavior problem is invaluable for employers.  Threatening to fire or demote an employee the next time she displays poor behavior will do little to help improve her work performance. Use the information below to help resolve behavioral issues at your company:

Explain

Use specific examples of poor performance that you have witnessed when addressing these employees. Exaggeration and hearsay from others is not helpful and may cause employees to hold resentment or perform even worse. Communicate effectively by telling your poor performer what you expect from him and what the consequences are for not meeting expectations. Doing this gives him an opportunity to improve and also allows you to check his progress to see if further action is needed.

Retrain

Inadequate training can be the culprit of problem performance at your organization. Talk with your employees to make sure they are informed about the skills and experience needed for their positions. If poor training is the reason, retrain them correctly and give them time to adjust to their updated roles. Sometimes analyzing training reveals that an employee is actually not the best fit for her job. If this occurs, see if she has tasks that you can give to another employee or if you can reassign her to a new position.

Monitor

Employees with unsuitable workplace behavior should have increased supervision. Micromanaging is not necessary, but checking in with them frequently will help you determine if they can improve or if you need to let them go. Once you and your poor performer agree on an improvement plan, set up a weekly meeting to assess his progress and uncover any obstacles that he may be facing. Reward employees or take further disciplinary action based on the information you learn from these meetings. Keep these meetings documented so you and the employee have a record of his workplace behavior. Documenting these meetings also will be legally helpful if terminating an employee becomes an option.

Be swift when dealing with employees who display poor workplace behavior. Addressing the issue quickly will show your intolerance for unsatisfactory performance. Failing to do so will lower your team’s morale because productive staff members will be responsible for carrying the weight of their less productive colleagues. You are also in danger of wasting time, energy, resources and money when you accept poor employee performance. Call CAI’s Advice and Counsel Team at 919-878-9222 or 336-668-7746 for additional guidance on performance management issues.

Photo Source: National Assembly For Wales / Cynulliad Cymru’s photostream

America is Stressed: Five Tips to Help Your Employees Prevent the Effects of Workplace Stress

Thursday, January 19th, 2012

The American Psychological Association (APA) released the results of its annual Stress in America survey on January 11, 2012.  More than 1,200 adults, aged 18 and older, participated in the survey that was conducted between August 11 and September 6 of last year.

In describing its findings from the survey, APA suggests that America is on the verge of a public health crisis due to stress:

“Participants’ responses have revealed high stress levels, reliance on unhealthy behaviors to manage stress and alarming physical health consequences of stress — a combination that suggests the nation is on the verge of a stress-induced public health crisis.”

As an employer, it is important to know that 70 percent of survey respondents cited work as one of their top stressors. The survey reveals that people understand the effects that stress can have on their health, but they are not taking adequate steps to prevent stress or manage it well, which causes them to experience symptoms, such as irritability, anger, fatigue, and lack of interest or motivation.

Employees who have high levels of stress struggle to perform at their best. For your company, this means less quality work, more errors, decreased morale, poor customer service and increased absenteeism if you decide to ignore the presence of stress in your workplace.

Our December post on stress offered tips on how you can help your employees maintain their stress levels. The tips below offer your employees tactics that they can utilize on their own to manage stress. Share and review the following with your workforce:

Press Pause

Many people experience stress because they regularly work up to their breaking points. Approaching work in that manner causes high anxiety and frequent fatigue, and completed products from this method are generally less than stellar. Avoid this behavior by taking breaks when necessary. Walking away from an overwhelming project for 15 minutes can help you calm down and return to work with a clear mind that is ready to focus.   

Lean on Colleagues

Do not be afraid to speak up when your workload is greater than you can handle. Companies who value teamwork are successful, so reach out to you coworker to see if he can spare ten minutes to help you review a document or complete a task. If help from your coworkers does not lighten your load, talk to your manager to see if she can help you create a system or action plan to complete your tasks.

Utilize Flexibility

More employers are offering their workforces flexibility around their schedules. With family duties and responsibilities not related to work, life can get stressful trying to balance it all. If you cannot afford a babysitter but need someone to watch your children after school, ask your manager if you can work at home for part of the day. If rush hour traffic lengthens your commute time or guzzles up your gas, ask if you can adjust your start time and end time. Show your appreciation for workplace flexibility by not taking advantage of the system and completing work during your redesigned schedule.    

Manage Time Effectively

Fifty-six percent of the survey participants believe that managing their time better will help them manage their stress. Time management is critical when working to complete several projects, but people who are stressed often spend time worrying about how they will finish their work, which leaves them with more frustration and less time to complete their projects. Stop this cycle by creating a list of the tasks that you need to get done. Prioritize the list by importance and deadline, and work hard to cross each item off. You can also break your long list into daily lists and indicate the tasks you wish to complete for each day of the week.

Be Healthy

APA’s survey revealed that participants ranked eating well and exercising at the bottom of the list when comparing factors that create a healthy lifestyle. Practicing good nutrition and fitness will immediately cause stress levels to go down. Healthy food provides your body with energy so you can stay alert for eight hours at work. Exercising multiple times per week gives you energy to focus and releases endorphins to help you stay positive. Sleep is also essential for battling stress. Getting at least seven hours of uninterrupted sleep will help you recharge and feel refreshed for your next day of work.

According to the Stress in America survey, respondents have consistently listed work as one of their top stressors for the past five years. Be aware that this trend will likely continue for the next five years, so help your employees handle their stress to avoid burn out and achieve success for themselves and the organization. For more strategies on combating employee stress, please contact a member of CAI’s Advice and Counsel Team at 919-878-9222 or 336-668-7746.

Photo Source: bengerman

Health Savings Accounts – 3 Situations Human Resources Professionals Should Know

Tuesday, January 17th, 2012

The post below is a guest blog from Dax Hill who serves as the Principal, Health & Welfare Consultant for CAI’s employee benefits partner Hill, Chesson & Woody.

So, you’ve just gotten through your benefits open enrollment and you signed up for your company’s health savings account (HSA). You probably decided to take part because you know about the triple tax savings advantages of HSAs:

  1. Your money goes in tax free
  2. It grows tax free and
  3. It comes out tax free (when used for qualified medical expenses)

 Ultimately, most people who enroll in an HSA understand the basics:

  1. An HSA is used in conjunction with a High Deductible Health Plan (HDHP).
  2.  An HDHP is a medical plan that has a high deductible that you must pay fully before the insurance company pays its first dollar of coverage.
  3. For an individual, the maximum amount you can contribute to an HSA is $3,100 for 2012.
  4. For more than one covered life, the maximum HSA contribution amount is $6,250 this year.
  5. The tax-free money you deposit into the HSA must be used to reimburse qualified medical expenses.

That’s pretty straightforward. But, as an HR professional, you may find yourself in one of the following situations where the basics simply aren’t enough.

Here are 3 “what if” scenarios that might not have been covered during your enrollment:

1)“I am covered under a High Deductible Health Plan (HDHP) with employee plus spouse coverage.  My spouse is also covered under a PPO plan (not a HDHP).  How much can I contribute to my 2012 HSA?”

In this scenario, the individual may contribute the $6,250 tax free.  The contribution amount is based on the coverage election (employee plus spouse), even though the spouse has non- HDHP coverage. 

2) “I am covered under an HDHP and my husband is covered under Medicare. Can my spouse be covered under my HDHP?  And, if so, can I can use my HSA to reimburse medical expenses for my spouse?” 

In this situation, the individual spouse can participate in the HDHP.  In addition: 

For Medicare premiums:  The HSA can reimburse Medicare premiums if the account holder is 65 or older, but cannot be used to reimburse Medicare supplement policy premiums.  So, the employee could use her HSA money to reimburse for her spouse’s Medicare premiums as long as the employee is age 65 or older.  Otherwise, the Medicare premiums cannot be reimbursed tax-free.

Other Section 213(d) qualified expenses:  The employee can reimburse her spouse’s qualified medical expenses even if the spouse has Medicare, provided that the expense has not already been reimbursed by Medicare or other insurance.  So, once Medicare pays the expense, any remaining portion unpaid could be reimbursed by the HSA.  

3)“Can I use my HSA account for my children if they are not covered under my HDHP Plan?”

Yes, you can reimburse the children’s qualified medical expenses provided that the children are Section 152 tax dependents and the expense has not been reimbursed by other insurance.  So, once the insurance policy pays the expense, any remaining portion unpaid could be reimbursed by the HSA. 

A section 152 tax dependent for a child is generally defined as a child who is under the age of 19 at the end of the tax year, or under the age of 24 if a full-time student for at least five months of the year. In addition, the dependent could be permanently and totally disabled at any time during the year and qualify under section 152.

Confusing tax codes, contribution limits and other factors can sometimes make simple concepts more difficult to understand. What questions have you had regarding your employer’s benefits plans?

Create a Social Media Policy to Protect Your Business and Employer Brand

Thursday, January 12th, 2012

Nearly 64 percent of internet users in the United States visit social networking sites, according to data from eMarketer. Knowing that more than half of the country’s internet users participate on these sites, it is a safe bet to assume that some of your employees are also participating.  

Social media allows organizations to increase their brand awareness and interact on multiple levels with their customers. Although your company will experience several benefits when taking part in different networking sites, there are risks to be aware of as well.

As an employer, it is important to understand how your workforce’s interactions on the internet can affect your company and brand. Legal experts recommend drafting a policy that informs employees of appropriate uses of social media to help your company reduce its risk of unfavorable business situations, which can include but are not limited to:

  • A reveal of confidential or propriety information
  • The presence of negative comments about your company from employees
  •  A lawsuit regarding copyright infringement

Include the following must-have subjects in your company’s policy to reduce adverse effects from social media:

Guidelines

State that your company respects employees’ rights to use social networking sites. Inform them that you understand social media’s importance and their desire to express themselves. Let them know, however, that you have created guidelines to embrace the emerging technology and ensure that they use it responsibly. Make it clear to employees that your company’s policies regarding issues, such as equal employment opportunity and harassment, also apply to their use of social media at work.

Responsibility

Notify employees that their activity on social media sites should not be considered private. Although many networks allow their users to control their privacy settings, employees must be aware that others, including their friends, followers or connections, will view their content. They should also know that their actions on the internet are permanent, even if they make attempts to remove or delete information or conceal their identity. Explain to employees that they should use common sense and consider how their actions on social media can affect the company’s reputation and their own. Include language that says employees can be held legally liable for their online activities.

Respect

Protect your organization by encouraging employees who are upset, frustrated or angry to have private conversations with their managers or coworkers instead of posting critical comments on social media sites. Taking this step will help protect your employer brand. Employees must respect company information, whether it concerns coworkers or customers. Your policy should state that workers can not disclose confidential or propriety company information on the internet, and they will be disciplined if they do. Additionally, make employees aware of copyright and fair use rules. They need to know that copyright infringement and plagiarism laws also apply to the internet, so they should reference their sources and abide by copyright standards.

Data shows that some of your employees are most likely interacting with social media. Defend your brand and educate employees by drafting a comprehensive policy. For more information on using social media to promote business and avoid risks, or for additional help on drafting a policy, please call a member of CAI’s Advice and Counsel Team at 919-878-9222 or 336-668-7746.

Photo Source: webtreats

Jeff Tobe Shares Insights on Engagement, Creativity and Business Success

Tuesday, January 10th, 2012

CAI’s HR Management Conference will feature Jeff Tobe as a keynote speaker on February 22 at the McKimmon Center in Raleigh. Dubbed the “Guru of Creatively Thriving from Change” by Insider Magazine, Jeff is a nationally-known speaker who helps his participants embrace change and thrive from it. His presentation for next month’s conference addresses how creativity can engage employees. I had the opportunity to speak with Jeff on this topic, and he offered me inventive but practical advice for employers.

Recent research shows that 72 percent of the American Workforce is not engaged. Jeff says this figure is scary but can also provide great opportunities for organizations to increase their bottom line. An engaged employee affects business results more positively than a disengaged one.

“It’s management’s fault that people are floundering, and it’s management’s fault that people aren’t engaged,” Jeff says.

He explains that more employees are valuing their time and life outside of work, and many companies have management that does not understand their employees’ needs and the factors that drive their engagement. Jeff stresses that companies cannot motivate their employees, but they can create an environment in which employees are  motivated to perform well. According to Jeff, managers must understand their internal customers, including their employees, to create a motivating environment:

“I have to know my internal customer better than I have before, and then I have to ask the right kinds of questions to find out what truly motivates them, so I can work with them in a way in which they need to be worked with.”

Managers who cannot adapt their style to effectively engage their employees will see their company struggle to retain top talent and achieve success. Jeff offers his audience members a number of approaches to combat low employee engagement. Here are a few that can help your company increase its bottom line:

Use Creativity as an Influencer

Jeff views creativity in two parts—there is the “create” and there is the “ivity.” He says the create part is easy, but ivity requires risk. Jeff encourages organizations to look at things from their employees, customers and vendors’ perspectives, and then ask, “How do we shatter the stereotype of the experience people expect to have with us?”

Jeff warns that people need to use accountability when creating. He wants management to encourage new ideas and risk taking, but he says there has to be reasons for asking employees to explore creative pursuits. Time, energy and resources can be wasted when accountability and strategy are not present.

Review Your Current Company Processes

An in-depth review of your company’s current processes can reveal factors that may increase engagement and yield strong business results. There are three parts to the in-depth review process management should perform, according to Jeff. The first is identifying the processes that are unnecessary. Tired industry standards and tasks that do not offer the company benefits are examples of items that you can eliminate. Next, Jeff wants you to review processes that are working, and look at ways you can expand on them to produce greater results. The third step asks you to invent new processes. Are there immediate changes you can make to improve your workflow or are there projects you can create to increase your employee morale?

Jeff says it takes some weight off an organization’s shoulders when it realizes there are processes that it can remove or improve upon to achieve success.

Practice Communicating Effectively

“Stop being the giver of information. Start being the seeker,” Jeff says regarding employers who practice poor workplace communication.

Jeff says that communication is not about oral or listening skills, but it is about truly listening between the lines and being empathetic. He says that most people are good communicators but not empathetic communicators; they do not truly listen to the opinions and frustrations of their workforce. Jeff sees more organizations fail because of poor communications than any other cause.

For more approaches on improving your company’s engagement level and to see Jeff’s presentation, register for CAI’s 2012 HR Management Conference here: www.capital.org/hrconf.

 

Employees without Managers Will Disengage

Thursday, January 5th, 2012

Bruce Clarke, CAI’s CEO and president, identifies the importance of employees having managers in his most recent News & Observer column, “The View from HR.” Bruce lists several questions for employers that do not assign specific managers for their employees:

  • How does an employee get help?
  • Who does the employee go to with problems?
  • Who is there to help keep the employee engaged and committed to both the work and the company?

Employees who do not have definite answers for the questions above will quickly disengage with their work and could eventually take another position at a company that boasts strong management. As Bruce mentions in his column, HR departments can help employees with questions they have regarding pay and benefits, but there will be many more topics that employees will want addressed.

Managers provide many benefits to the workers they supervise. They keep employees focused on completing assignments and aligning efforts to match company goals. Managers keep their employees engaged by giving frequent feedback and genuinely having interest in their employees’ professional and personal aspirations. They also serve as problem solvers to help workers when obstacles arise.

If your organization does not have managers assigned to each of its employees, be aware of the negative effects it could be causing. Decreased productivity, lowered morale, absenteeism and lack of trust for the company are just a few of the reactions you may face from your workforce if adequate management is not enforced. Here are a few reasons why employees need managers:

Guidance

Managers help their employees understand their roles and how they can affect business results. With proper goal setting and consistent feedback, both positive and constructive, managers help employees reach success.

Employees have questions that they need answered, and managers who work with them on an ongoing basis are the most equipped to offer them responses. Sufficient guidance and attention spent on employees will help them feel essential and respected in the workplace.

Growth

People are rarely satisfied doing the same tasks for long periods of time, so not planning for employees to grow can have dire consequences for your company, specifically high turnover. Because managers provide consistent feedback, they are aware of the strengths and weaknesses that their employees possess. This information not only helps managers assign projects, but it also helps employees visualize what they do well and what they need to improve. Managers are also qualified to suggest promotions, raises or special assignments for deserving workers.

Recognition

Data indicates that employees who do not feel valued at their organizations will leave. Managers can prevent this from happening by recognizing the hard work their employees contribute.  Managers who seek opinions from their staff on company matters show their employees that their viewpoints are important and can shape business strategy.

In addition to recognizing an employee’s professional performance, managers understand that he or she has a personal life as well. Being fair with expectations and deadlines is mandatory for managers who want to respect their employees’ work/life balance.

Good managers who demonstrate leadership qualities are critical for keeping company morale high. Please call CAI’s Advice and Counsel at 919-878-9222 or 336-668-7746 for additional information.

Photo Source: alancleaver_2000

10 Resolutions for Workplace Success

Tuesday, January 3rd, 2012

The beginning of January prompts people to start setting resolutions they plan to keep for the rest of the year. Making commitments to improve your work performance is a good way to plan and prepare for achieving success at your workplace. Whether your goals include joining senior management in making leadership decisions or scheduling weekly progress meetings with your direct reports, having specific goals for the new year will improve your own productivity. Try setting these 10 workplace resolutions to deliver positive results for your company:

1. Be Specific

Make resolutions for the New Year that are specific and measurable. Goals that have these characteristics are easier to envision and plan for, which makes them more attainable.

2. Stay Organized

The best way to make sure you keep your resolutions is to stay organized. Being clutter free will help your productivity and keep your mind clear for maintaining your resolutions.

3. Be Positive

Research shows that optimists live longer than pessimists. They are also happier and more productive in the workplace. Instead of spending time worrying about items in the office that you cannot change, focus on the steps you can take to make your workplace experience more positive and enjoyable.

4. Maintain Work/Life Balance

Spend some time making your work schedule fit into your life schedule and vice versa. Do not chat excessively about personal matters during work hours. Use your lunch break to catch up on news from your colleagues. When you leave the office, make sure to enjoy your personal time and feel free to limit the amount of time you spend talking about work.

5. Keep an Eye on Progress

Track your progress on the measurable goals you made. Seeing your progress can help motivate you to succeed in achieving your goals. This process also can help you see if you need to rework a goal that you are having trouble completing.

6. Arrive on Time

Being on time to meetings or important conference calls shows that you respect your job and the others who are also particpating. Be on time so meetings can start when they were planned and everyone has ample time to return to their work.

7. Mind Your Manners

All employees want to be recognized for the contributions they make for the company. Start using “please” and “thank you” when requesting information or projects from your coworkers. These words will help increase office morale.

8. Be Accountable

If you offer to work on a project or your supervisor assigned you a new task, own the assignment and follow through on items you are expected to deliver.

9. Take Breaks

Work gets busy. Life gets busy. Limit workplace anxiety and stress by taking appropriate breaks from work. Leave your desk for 15 minutes for a walk or use your vacation to take a long weekend getaway with family or friends.

10. Be Healthy

Eating the right foods at the right portions and sleeping at least seven hours each night will help you maintain your energy for a full week of work.

For more tips on achieving success at your organization, please contact a member of CAI’s Advice and Counsel Team at 919-878-9222 or 336-668-7746.

Photo Source: planeta