Teambuilding 2009

It is another accomplishment for this year. This event has definitely melt down the "I" among the team members and I hope the "WE" is budding strongly.

This one and a half day session which is divided into 3 main activities beside lunches, dinners and sleeping sessions has really nurtured team members to breakdown their defensive walls and nurtures their understanding as team members and friendship.

The 3 main activities are as follow;
a) Dry Session, where sharings were done in classroom style
b) Jungle Trekking, walking, climbing and crossing a 2km jungle trail
c) Building sand castle or designs at the beach

The group of us totalling 17 was divided into 3 groups namely "Kuat Makan", "Not Yet" & 'MPIB Boleh". Throughout the activities, team members have been working very closely in the name of TEAM WORK...(it really alive)...

The minor shortfall of this event would be...
a) We missed two of the team members who was unable to make it due to personal commitments.
b) We could have engaged a professional coordination for "full blast" effect (will make a difference in 2010).

Above all, I am personally satisfied that this team building event has achieved all the three objectives;
a) Deleting "I"
b) Budding "WE" values
c) Enjoy & Have Fun

I am looking forward to the maturing of "WE" values and growing in our personal values among all team members in facing the new challenges in 2010.

Key Performance Indicators (KPI)

I have learnt about this indicator eversince I joined the corporate world way back in 1995. It is a must in corporate organisation where results of the work is utmost upheld. Each employee is given a set of indicators to track their performance throughout the financial year. This indicator will be reviewed and discussed during the annual performance appraisal where the bonus, increment and promotion are considered.

Nevertheless, that is on the individual level and when all the indicators are combined, it must support the overall company's goals and objectives for the financial year. The CEO will be having the overall responsibility to ensure the KPI of the company is achieved through the implementation of various individual units.

Today, the government under the leadership of our PM had openly declared the KPIs must be in place and is to be achieved for good governance. Agreeable, this is a good approach to lead a good governance. However, a good declaration and the success of this implementation is very much depending the real performance review and follow up actions periodically. Any of the minister who perform below average must be identified and replaced whilst those perform well, must be appreciated and entrusted for bigger roles. Likewise it goes down the hierarchy to the respective ministries, departmental, unit heads.

Quarterly result must be disclosed and reviewed to ensure the progress is tracked and if any of the actions need to replaced or enhanced, it can be identified and acted upon.

In company, the internal and external customers will be providing feedbacks, constructive complaints or even mere dissatisfaction or grouses over the services or implementation of programmes not effectively meet the needs of the users. In the same manner, NGOs, oppositions or rakyat could air through proper channels to provide feedbacks to the government on the non-performance.

It is also encouraged that if any of the good performance delivered, an appreciation of support should be made unselfishly as to spur the performers to continue with their good action rather than just highlighting the weaknesses which could be counter productive.

I believe if everyone subscribe truely to the goodness of KPIs, we will be building a great company, supporting in our effort to support a progressive nation leading to greater respect by others.

Cash Before Trial

In corporate environment especially in the financial industry, it is a very sacred understanding of having highest integrity. One may always be hearing a lot hidden doings but true enough many were caught not charged. It may also due to long delay of authority investigation or probably the softer part of Malaysian culture or tidak apa attitude of us locally which may have encourage more became bolder in their action.

One may escape the charges but will not escape the punishment of life. Easy come and easy go. Time will prove if one has the patience.

Setinggi-tinggi tupai melompat, akhirnya jatuh ke tanah juga. One may thought that the community may be forgiving or forgetful but when one is caught, he or she may just have to count their days....praying for understanding and consideration but it will be definitely a disgrace to oneself, family & friends. So better do not cash before trial...it is never worth to be part of this evil acts...

Defining Performance Bonus

From company or employer's point of view, bonus is clearly defined as follow;

1. Compensation paid to an employee or employees for achieving a particular sales goal or organizational objective. This is above and beyond either a Commission or a Salary. A corporation achieving a 10% increase in profits may distribute part of the earnings as a bonus to its employees.

From employees' view, a hope from employee that his or her employer or supervisor appreciates their contribution. More directly as expectation to have bonus to support their needs or wants;

1. Buying special gifts for family and self,
2. Having extra to enjoy the hard labour for the whole year,
3. Going for overseas holiday with loved ones,
4. Buying new clothes, watch, car, TV etc
5. Giving angpow to parents, children and loved ones....
and never ending....list of requirements.

From the feedbacks received from people around, newspapers, blogs, internet news and directly from various friends, many companies have forgo this bonus in this year of global financial crisis. Some big ones even cut the salary between 15-20%. Employers seem to be more concern and fear of the impact of this crisis than facing unhappy employees. If business could not survive due to deep constraint of cash, what is employees' threat ? They may just need to terminate the employees.

Since the end of last year...when few of the super big global companies announced the collapse of their cash flow and locally few insurance companies had announced bad investment income beside deteriorating direct underwriting results, I have working smartly to prepare the mindset of my fellow team members of not to expect high bonuses or increment beside be more vigilant in their spending through my weekly and monthly meetings. I myself had even pycho myself to prepare the situation when comes to remunerations although the whole last year, we have achieved surplus in both top and bottom lines results, achieving the budget.

Finally, the D-day came...thank God, my Senior Management had managed to secure their promise to have the bonus paid before the Ox New Year celebration (though the amount is much less than expected) but my heart is happy as the pycho did have the effect nicely...(but it did not go well with few and sadly these few are those who are performing to the expectation but they have high expected and high headed thinking that they have done their part (could not see their undelivery though it was highlighted to them for which they had silently agreed). What a situation...

My mind went spinning..to ask, are they mindless ? not ashame ? what the hack, ah hia had not complained, sa kia cry first !

Those positive ones have stay calmly and even appreciated the gesture though the amount is lesser than previous bull run year as they have expected this would be the best as the management is still generous to give when others bigger names in the same industry had freeze the bonus...

It is during this diffcult time, we can see who is capable and can stay together as an united team. It is not a new subject but you would agree very much where we can also see who is loyal or not, who is a friend or not...I know a leader we must stay calm and always open to hear people out. After all, we must be caring and understanding. They are sensitive and if we could help them in this difficult moments, they may become better supporters of us. Thus, we must triply strengthen ourself to face this internal fractions before external demands.

New Year 2009 - I resolute corporately...

This afternoon, I had carried out my first sales meeting of the year. I put forth my resolutions for the branch and provide the expectation for my team members to work upon and at the same time, invited them to share their views and aspiration for the year.

Change is inevitable and is essence to achieve my 2009 resolutions as I stressed out to each one of my team member. With financial crunch continues to hit the headlines, I have remind my members of these iminent threats which everyone must be well prepared individually or as a dynamic team.

It will be a hostile if not dangerous at the forefront for us to sail through profitably and productively.

I need everyone's contribution to ensure the journey will be much cushioned off from the challenges ahead. In two weeks time, I will be presenting again upfront in the congregation of leaders to show how I am going to do what I did last year with a BANG ! Achieved what I have set out to do ! Oh Yes !

Last but not least, I resolute for positiveness ! to sail through rough patches with resilence.