Dedicated Employee Quotes

Work-life balance. This is another touchstone of supposedly “enlightened” management practices that can be insulting to smart, dedicated employees. The phrase itself is part of the problem: For many people, work is an important part of life, not something to be separated. The best cultures invite and enable people to be overworked in a good way, with too many interesting things to do both at work and at home.

Dedicate yourself above all else to becoming the-best-version-of-yourself. It is the best thing you can do for your spouse, your children, your friends, your colleagues, your employees, your employer, your church, your nation, the human family, and yourself.

Work-life balance. This is another touchstone of supposedly “enlightened” management practices that can be insulting to smart, dedicated employees.

anyone who feels like an outsider can be successful, but it requires both an enlightened management and a dedicated employee.

you have to accept that no matter where you work, you are not an employee—you are in a business with one employee: yourself. You are in competition with millions of similar businesses. There are millions of others all over the world, picking up the pace, capable of doing the same work that you can do and perhaps more eager to do it. Now, you may be tempted to look around your workplace and point to your fellow workers as rivals, but they are not. They are outnumbered—a thousand to one, one hundred thousand to one, a million to one—by people who work for organizations that compete with your firm. So if you want to work and continue to work, you must continually dedicate yourself to retaining your individual competitive advantage.

You can work long, hard, or smart, but at Amazon.com you can’t choose two out of three.” Bezos makes no apologies. “We are working to build something important, something that matters to our customers, something that we can all tell our grandchildren about,” he says. “Such things aren’t meant to be easy. We are incredibly fortunate to have this group of dedicated employees whose sacrifices and passion build Amazon.com

Every special group around the country tries to get its hands on whatever bits and pieces it can. The result is that there is hardly an issue on which government is not on both sides. For example, in one massive building in Washington some government employees are working full-time trying to devise and implement plans to spend our money to discourage us from smoking cigarettes. In another massive building, perhaps miles away from the first, other employees, equally dedicated, equally hard-working, are working full-time spending our money to subsidize farmers to grow tobacco.

control our lives and to powerfully influence our circumstances by working on be, on what we are. If I have a problem in my marriage, what do I really gain by continually confessing my wife’s sins? By saying I’m not responsible, I make myself a powerless victim; I immobilize myself in a negative situation. I also diminish my ability to influence her—my nagging, accusing, critical attitude only makes her feel validated in her own weakness. My criticism is worse than the conduct I want to correct. My ability to positively impact the situation withers and dies. If I really want to improve my situation, I can work on the one thing over which I have control—myself. I can stop trying to shape up my wife and work on my own weaknesses. I can focus on being a great marriage partner, a source of unconditional love and support. Hopefully, my wife will feel the power of proactive example and respond in kind. But whether she does or doesn’t, the most positive way I can influence my situation is to work on myself, on my being. There are so many ways to work in the Circle of Influence—to be a better listener, to be a more loving marriage partner, to be a better student, to be a more cooperative and dedicated employee. Sometimes the most proactive thing we can do is to be happy, just to genuinely smile. Happiness, like unhappiness, is a proactive choice. There are things, like the weather, that our Circle of Influence will never include. But as proactive people, we can carry our own physical or social weather with us. We

And that brings me to one last point. I've got a simple message for all the dedicated and patriotic federal workers who have either worked without pay, or who have been forced off the job without pay for these last few weeks. Including most of my own staff. Thank you. Thanks for your service. Welcome back. What you do is important. It matters. You defend our country overseas, you deliver benefits to our troops who earned them when they come home, you guard our borders, you protect our civil rights, you help businesses grow and gain footholds in overseas markets. You protect the air we breathe, and the water our children drink, and you push the boundaries of science and space, and you guide hundreds of thousands of people each day through the glories of this country. Thank you. What you do is important, and don't let anybody else tell you different.

dedication is not necessarily demonstrated by an excessive number of hours worked, or by the amount of blood, sweat, and tears poured into the development of an idea or a product. Employees are, first and foremost, people. They have individual personalities and interests, as well as widely variable styles of work and time management. Most importantly, they have lives outside the office, and that personal life is just as important to their success as their working conditions.

In 1923, d’Herelle helped Soviet scientists set up an institute in Tbilisi, present-day Georgia, dedicated to bacteriophage research; at its peak, the institute had over a thousand employees producing tons of phages a year for clinical use. Phage therapy has continued up to modern times in certain parts of the world—about 20 percent of bacterial infections are treated with phages in Georgia today—but after antibiotics were discovered and developed in the 1930s and 1940s, this treatment quickly lost momentum, especially in the West.

Why not simply allow them unlimited vacation? Anecdotal reports thus far are mixed—but from a game-theoretic perspective, this approach is a nightmare. All employees want, in theory, to take as much vacation as possible. But they also all want to take just slightly less vacation than each other, to be perceived as more loyal, more committed, and more dedicated (hence more promotion-worthy). Everyone looks to the others for a baseline, and will take just slightly less than that. The Nash equilibrium of this game is zero. As the CEO of software company Travis CI, Mathias Meyer, writes, “People will hesitate to take a vacation as they don’t want to seem like that person who’s taking the most vacation days. It’s a race to the bottom.

Each of these decisions is instead made either by a group of peers, a committee, or a dedicated, independent team. Many newly hired managers hate this! Even once they get their heads around the way hiring works, promotion time comes around and they are dumbfounded that they can’t unilaterally promote those whom they believe to be their best people. The problem is that you and I might define our “best people” differently. Or it might be possible that your worst person is better than my best person, in which case you should promote everyone and I should promote no one. If you’re solving for what is most fair across the entire organization, which in turn helps employees have greater trust in the company and makes rewards more meaningful, managers must give up this power and allow outcomes to be calibrated across groups.

When I joined the company," Watson said in a speech years later, "our three divisions were not disorganized-they were unorganized. There were plenty of ideas lying around, but many of them seemed too big for the organization to handle. The directors told me, `You'll have to go out and hire outside brains before you can build up this company.' I told them, `That's not my policy. I like to develop men from the ranks and promote them.' "2 Watson believed that lifelong employees were more likely to live and breathe the company, and remain dedicated to giving their all.

Wildly Popular House Buying Strategy In A Competitive Environment It is important for the success of any real estate consulting company to have customers who are happy with their services. Customers who are unhappy with your real estate services business will stop buying your goods and will supply your business with a bad name. To guarantee that your business receives positive reviews, be certain to give your customers the best quality service. We've great ideas about how to create potential customers and keeping current ones satisfied. Each new employee you bring into your real estate services business could have long-lasting repercussions, so choose them carefully. Prior to inviting someone to join you, be certain that he or she's going to be capable of performing the duties the job will require, and that he or she's certified in any way needed. Whenever a new employee joins your business, you should see that they receive thorough training and could complete the tasks assigned to them. Successful companies have happy staff members that need to help you succeed; they tend to be the product of ongoing training. A real estate services business that hopes to be competitive in today's business world should have a professionally designed website. As a responsible business owner, you have to hire a professional website designer to build your site if you don't have the necessary skills to do it yourself. The appearance of your website is vital to its success, so be sure to use visually appealing templates and images that support your content. Never discount the importance of virtual retailing to your real estate consulting company's success; today's business climate requires that all companies establish and maintain a strong and authoritative web presence. Don't give in to complacency, even though your real estate consulting company is doing well. House buying experts universally believe that the very best time to expand your company is when you are gaining momentum. When you have dedication to the project, you could build a successful company. If your company could learn to embrace changes in the marketplace and always strive for something better, you will get through a lot of tough times.

When a person is engaged, dedication to their craft, desire to achieve, and relentless commitment to make a difference is palpable. You can see it, hear it, and feel it…and it is contagious!

Most people are unaware that nearly every federal agency includes some type of law enforcement division. For example, the United States Postal Service has a law enforcement wing—the Postal Inspection Service. Postal Inspection agents enforce over two hundred federal laws related to crimes involving the postal system, its employees, and its customers. Each year, these agents make over five thousand arrests, primarily for crimes such as mail theft, mail fraud, and illegally mailing drugs and weapons. Interestingly, these agents have a reputation of being some of the most dedicated and intelligent in all of federal law enforcement. Even the IRS (Internal Revenue Service) and EPA (Environmental Protection Agency) have law enforcement divisions with gun-carrying federal agents capable of making arrests for violations of federal tax and environmental law.

I have witnessed the business of the family, and let it be known that I am more than satisfied with our performance. The inner and outer members of the family have honored our name, and our employees have behaved with dedication and loyalty. I could not be more pleased with how this family has conducted itself in my absence.

RAND proved formative. Some of its employees joked that it stood for “Research And No Development,” and its intellectualism was inspiring to the young economist. The think tank’s ethos was to work on problems so hard that they might actually be unsolvable.9 Four days of the week were dedicated to RAND projects, but the fifth was free for freewheeling personal research. Ken Arrow, a famous economist, and John Nash, the game theorist immortalized in the film A Beautiful Mind, both consulted for RAND around the time Sharpe was there. The eclecticism of RAND’s research community is reflected in his first published works, which were a proposal for a smog tax and a review of aircraft compartment design criteria for Army deployments.

The number of shares you set can vary depending on what industry you’re in. For example, with a tech company, you could go as high as dedicating 20 percent of the ownership for employees. But with other companies, you may want to be more conservative. With Paw.com, we dedicated 10 percent to offer up for ownership options. With .CLUB it was 7.5 percent. But I suggest that 10 to 15 percent is a good general range to stay within. Stepping outside the norm is not good down the road when you need to raise additional capital.

Most companies, businesses, and corporations lose valuable, productive, key, reliable, dedicated, and honest employees because the managers or someone who has power and authority in making decisions. Cannot choose between what is personal and what is professional. They are being personal when making professional decisions. They want to punish employees for mistakes. They want to prove a point by being harsh to employees. They attack employees who make errors rather than professionally educate, uplift, teach, and develop them. They don’t leave room for employees to learn

 Accountability for the actions of our employees. Recognizing that most police officers are dedicated and hard working in very difficult situations, we will move decisively against those officers who violate the trust they have been given.

We thank the City officials and the rank-and-file officers who have cooperated with this investigation and provided us with insights into the operation of the police department, including the municipal court. Notwithstanding our findings about Ferguson’s approach to law enforcement and the policing culture it creates, we found many Ferguson police officers and other City employees to be dedicated public servants striving each day to perform their duties lawfully and with respect for all members of the Ferguson community. The importance of their often-selfless work cannot be overstated.

What is the main thing you’re around here to do? What’s your mission and vision? What are your short- and long-term business strategies? What makes you stand out as a business and also keeps your employees engaged and dedicated? What engages the fan-boy crowd that drives your social media engagement and carries your brand flag without the paycheck?

The growth of an organization is not dependent on the number of employees in its register. It is dependent on the number of employees who show dedication and commitment to the vision of the organization.

The best managers inspire passion and dedication among their staff, they cultivate a culture of success, and they make their team feel valued and supported. And the best managers enable their employees to perform beyond their own expectations.

Surprise Your Competition With These Carpet Cleaning Business In Oklahoma Ideas A strong carpet cleaning service business plan is a critical part of operating a successful business. You are risking everything you have put into your business by not doing your due diligence on a solid business plan. Your growing carpet cleaning service business will benefit from following our strategies. Regardless of whether you are an employee or the owner of the carpet cleaning service business, you are the face of the carpet cleaning company and need to project a positive image at all times when interacting with the public. You will want all customers who come into your business to feel at home and valued. It is essential that employee training includes skills on how to interact with the public and customer relations. Happy customers who'll spread the word through word of mouth are instrumental when it's about expanding your business. It does not mean you have achieved success just because you have reached certain carpet cleaning service business goals. You need to continue to set new goals if you want your business to continue to grow. You'll find that two great approaches to expand the business are by keeping up with new trends in your industry and by remaining strong-minded. If you continually try best to improve your business and follow market trends, you will certainly see your carpet cleaning service business grow. It requires constant dedication, day, and night, to operate a carpet cleaning service business. You should be ready to put in focus, persistence and a lot of time to make it work. Do not expect to be in a position to multitask in the beginning. Knowing when you are overwhelmed and being in a position to hand over some of your responsibilities to others can assist you in becoming a smart business owner. Each time a customer receives superb customer service, he'll most likely return for subsequent purchases. You must be consistent with your efforts to continually please your customers or they might be tempted to take their carpet cleaning service business elsewhere. It is just by setting and adhering to high standards for customer service that your customers will stay with you. The majority of your customers that are lost to your rivals turn towards them because they have a higher standard of customer service. To protect your carpet cleaning service business from legal issues, make it a point to turn in all appropriate legal forms on time and acquire a full understanding of the laws pertaining to your business. We recommend that you consult a lawyer who specializes in business law, even when you already have a basic understanding of business law. The most prosperous carpet cleaning service business can be impacted, or even closed, by an expensive trial. Establishing a working relationship with a lawyer who specializes in business law might be very helpful if you ever find yourself in a legal quandary.

patron. Mrs Lennox was a colourful figure, the daughter of an army officer from New York State, married to one of Strahan’s penurious employees, and a self-professed expert on the art of coquetry. When her first book was published, while the Dictionary was in progress, Johnson insisted on a lavish celebration at the Devil Tavern (a hostelry known for its bold sign depicting St Dunstan grabbing the Devil by the nose with a pair of tongs). He, Mrs Lennox and a party of friends commemorated the event by staying up eating hot apple pie—although presumably it was cold apple pie by the time they finished, at eight o’clock in the morning. In the Dictionary his tribute consists of eight quotations, all for words in the second half of the alphabet, from The Female Quixote (1752), a novel to which he contributed not only the dedication but also, very probably, the ending. As

the need to include employees of key component and material supply firms as dedicated members of the product team raises difficult questions of where one firm stops and the next begins, the second major topic of Part III.

Companies hoping to recruit the best and the brightest must demonstrate that they trust their employees with the freedom to work anywhere. They must assume that they’re buying talent and dedication, not what the Brazilians call “butt-on-chair time.

Allow us to introduce Nirvani Sabess, a passionate HR specialist and baking enthusiast. With over 8 years of experience, she shines in employee development and talent acquisition. Her dedication to inclusivity is deeply rooted in her travels across Italy, Switzerland, Croatia, and other destinations. Much like her delectable confections, Nirvani values the blend of diverse talents for success.

The Hyperperfectionist: You are lured into their circle by how hard they work, how dedicated they are to making the best of whatever it is they produce. They put in longer hours than even the lowliest employee.

Organisations are scrambling, and they assume DEI (Diversity, equity and inclusion) won't bring in revenue, so they give it the smallest budget. Then they allocate what little DEI money they do have to programs and events concerning hiring rather than retention, professional development, education, or training. That might help bring in new entry-level employees of color, but if you don't dedicate resources to retention and development, how are you going to help advance these workers to executive positions? If you don't invest in progress, no one is going to suddenly work miracles.

There are so many ways to work in the Circle of Influence—to be a better listener, to be a more loving marriage partner, to be a better student, to be a more cooperative and dedicated employee. Sometimes the most proactive thing we can do is to be happy, just to genuinely smile. Happiness, like unhappiness, is a proactive choice. There are things, like the weather, that our Circle of Influence will never include. But as proactive people, we can carry our own physical or social weather with

In 2009, Apple’s why was: “Everything we do, we believe in challenging the status quo, we believe in thinking differently.” Today the why is: “Apple’s employees are dedicated to making the best products on Earth and to leaving the world better than we found it.

Hire the right people. “We will continue to focus on hiring and retaining versatile and talented employees,” he wrote in an early shareholder letter. Compensation, especially early on, was heavily weighted to stock options rather than cash. “We know our success will be largely affected by our ability to attract and retain a motivated employee base, each of whom must think like, and therefore must actually be, an owner.” There are three criteria he instructs managers to consider when they are hiring: Will you admire this person? Will this person raise the average level of effectiveness of the group he or she is entering? Along what dimension might this person be a superstar? It’s never been easy to work at Amazon. When Bezos interviews people, he warns them, “You can work long, hard, or smart, but at Amazon.com you can’t choose two out of three.” Bezos makes no apologies. “We are working to build something important, something that matters to our customers, something that we can all tell our grandchildren about,” he says. “Such things aren’t meant to be easy. We are incredibly fortunate to have this group of dedicated employees whose sacrifices and passion build Amazon.com.” These lessons remind me of the way Steve Jobs operated. Sometimes such a style can be crushing, and to some people it may feel tough or even cruel. But it also can lead to the creation of grand, new innovations and companies that change the way we live. Bezos has done all of this. But he still has many chapters to write in his story. He has always been public spirited, but I suspect in the coming years he will do more with philanthropy. Just as Bill Gates’s parents led him into such endeavors, Jackie and Mike Bezos have been models for Bezos as he focuses on missions such as providing great early-childhood education to all kids. I am also confident that he has at least one more major leap to make. I suspect that he will be—and is, indeed, eager to be—one of the first private citizens to blast himself into space. As he told his high school graduating class back in 1982, “Space, the final frontier, meet me there!

Littered throughout their corporate headquarters are dedicated relaxation rooms with “nap pods.” Employees can indulge in sleep throughout the workday in these “shh” zones, germinating productivity and creativity while enhancing wellness and reducing absenteeism.

Farm employees, their families, and consumers are protected from dangerous and persistent Organic Products found on the farm and in food, as well as in the land they work and play on, the air they breathe, and the water they drink, by using organic products. Children are particularly vulnerable to pollutants. As a result of the formation of organic food and feed items into the marketplace, parents may simply select products that are free of these chemicals. Hair Care Product Natural grown foods are higher in minerals like Vitamin C, iron, magnesium, and phosphorus, but have lower amounts of nitrates and pesticide residues when compared to conventionally grown foods, according to mounting data. Taking care of it properly is one of the simplest promoting short - to - medium healing processes and brightness. Organic Skin Care products, in particular, combine essential vitamins, herbs, and minerals to cure and regenerate our skin while causing the least amount of environmental damage. How do reduce hair fall so I stop my hair from falling out? These natural skincare companies are dedicated to altering the beauty industry's standards for products that are beneficial both to us and the environment for hair growth which oil is best. We admire their commitment to maximum potency, freshness, and complete purity! In Ayurveda, bhringraj oil is a natural treatment for restoring the look of fine wrinkles (Ayurvedic medicine medicine). Bhringraj oil is often used to increase hair growth, gloss, softness, and strength and is thought to prevent undesired greying and hair growth. Ayurvedic practitioners also advise consuming bhringraj oil orally to treat everything from heart disease and respiratory issues to neurological and liver issues. You're not sure which soap is best for dry skin. Sensitive skin is difficult to deal with. Which is the best soap for dry skin patients may notice tightness and pallor even in the summer, so forget about winter dryness! Warm showers, as well as unsuitable soap, such as aloe vera, Aloe vera face mist, for example, could aggravate the issue. You can apply an after-shower lotion and emollients to keep your skin hydrated. Contact us: Arendelle Organics NRK BizPark, Behind C21 Mall, Scheme 54 PU4, Indore, Madhya Pradesh, India 8109099301 care@arendelleorganics.com

Nordin El Hajjioui, a numbers enthusiast, combines financial management with a passion for fundraising. His dedication to excellence, recognized as Employee of the Month, started after graduating with honors from Georgia State University.

A marketing consultant I knew was hired by a family-owned agency because he was dating one of the family members. Clients were leaving the agency in droves and this person didn't understand his duties or how to execute them. The agency owner's solution was to encourage the consultant to spend more time with senior staff who were more experienced; hoping this exposure would give the consultant insight and dedication. This consultant did not change or grow so the agency owner asked several of us for input. I told the agency owner that until this employee was shown direct benefits and need to improve there was no motivation for him to do so. Until there is a perceived need for growth, there isn't likely to be actual growth.

Meet Nirvani Sabess, a dedicated HR expert with a love for baking. With over 8 years in the field, she excels in employee development and talent acquisition.

Of late, I have been attempting to increase the number of women employees at Joyalukkas. A few years ago, we hired six young women for our India operations, and I have been deeply impressed by their dynamism and dedication. They have exceptional sales skills and can handle any assignment. I intend to promote women as assistant managers and managers at our stores. I also envisage senior positions for women at our corporate office, particularly in HR and marketing.

Organizations from Google to Zappos to Ben & Jerry’s to NASA make dedicated nap rooms available to their employees.

Naming a university after Princess Noura bint Abd al-Rahman was not an accident. Noura was King Abdulaziz’s favorite full sister. His personal battle cry was, “I am Noura’s brother,” and she is often credited with helping her brother to found the Third Saudi State. Dedicating a university to her was intended to emphasize the role that a woman had played in creating Saudi Arabia. At a cost of more than $2 billion dollars, King Abdullah pushed for the rapid construction of what is now the largest women’s university in the world. It has more than 40,000 female students, 12,000 employees, a 700-bed teaching hospital, and its own monorail. Some Saudi feminists condemn Princess Noura University as a “gilded cage.” Why, they ask, should there be a purely women’s university? They have a point, but it was a step in the right direction in a country where in 1960 girls could not go to elementary school, yet in 2020 they comprise 60 percent of university graduates.

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It is important to dedicate some space to discuss what one might call the hoax of diversity in the American workplaces, which entails putting ‘diverse’ faces of often low-paid employees at the forefront of most businesses to project the false impression that workplaces are diverse. It is pure tokenism.

I decided to invest in her as an employee in a very nontraditional way. I call it an investment because I was viewing the relationship as a long-term success. I needed to contribute to that long-term success long before I would experience the results for myself. I offered her the job because I had seen how dedicated she was to her previous employer. I knew that I wanted to gain her trust right away. I took the time to learn more about Nenny and found out the details of her daughter and their relationship. This new-found knowledge allowed me to offer Nenny a long-term agreement. I agreed that if she came to work for me and continued to be dedicated and trustworthy, I would not only fly her daughter to Thailand but I would pay for her daughter to go to an international school until she

The absence of dedicated quality assurance people made every employee accountable for quality, which is rare if there are many QA people around.

identify your employee adjectives, (2) recruit through proper advertising, (3) identify winning personalities, and (4) select your winners. Step One: Identify Your Employee Adjectives When you think of your favorite employees in the past, what comes to mind? A procedural element such as an organized workstation, neat paperwork, or promptness? No. What makes an employee memorable is her attitude and smile, the way she takes the time to make sure a customer is happy, the extra mile she goes to ensure orders are fulfilled and problems are solved. Her intrinsic qualities—her energy, sense of humor, eagerness, and contributions to the team—are the qualities you remember. Rather than relying on job descriptions that simply quantify various positions’ duties and correlating them with matching experience as a tool for identifying and hiring great employees, I use a more holistic approach. The first step in the process is selecting eight adjectives that best define the personality ideal for each job or role in your business. This is a critical step: it gives you new visions and goals for your own management objectives, new ways to measure employee success, and new ways to assess the performance of your own business. Create a “Job Candidate Profile” for every job position in your business. Each Job Candidate Profile should contain eight single- and multiple-word phrases of defining adjectives that clearly describe the perfect employee for each job position. Consider employee-to-customer personality traits, colleague-to-colleague traits, and employee-to-manager traits when making up the list. For example, an accounting manager might be described with adjectives such as “accurate,” “patient,” “detailed,” and “consistent.” A cocktail server for a nightclub or casual restaurant would likely be described with adjectives like “energetic,” “fun,” “music-loving,” “sports-loving,” “good-humored,” “sociable conversationalist,” “adventurous,” and so on. Obviously, the adjectives for front-of-house staff and back-of-house staff (normally unseen by guests) will be quite different. Below is one generic example of a Job Candidate Profile. Your lists should be tailored for your particular bar concept, audience, location, and style of business (high-end, casual, neighborhood, tourist, and so on). BARTENDER Energetic Extroverted/Conversational Very Likable (first impression) Hospitable, demonstrates a Great Service Attitude Sports Loving Cooperative, Team Player Quality Orientated Attentive, Good Listening Skills SAMPLE ADJECTIVES Amazing Ambitious Appealing Ardent Astounding Avid Awesome Buoyant Committed Courageous Creative Dazzling Dedicated Delightful Distinctive Diverse Dynamic Eager Energetic Engaging Entertaining Enthusiastic Entrepreneurial Exceptional Exciting Fervent Flexible Friendly Genuine High-Energy Imaginative Impressive Independent Ingenious Keen Lively Magnificent Motivating Outstanding Passionate Positive Proactive Remarkable Resourceful Responsive Spirited Supportive Upbeat Vibrant Warm Zealous Step Two: Recruit through Proper Advertising The next step is to develop print or online advertising copy that will attract the personalities you’ve just defined.

in successful leadership, it isn’t just education and intellect that matter. It’s the power of will, focus, self-sacrifice, and dedication to a higher goal that can not only make scared teenagers perform brilliantly in combat but also drive often-confused corporate employees, frequently confronted with an overwhelming array of conflicting objectives, toward success.

The advanced industries do this in a totally different way. First, they have a completely different ratio of employees on payroll versus contractors. At one auto manufacturer I visited, I was surprised to learn that 80 percent of design professionals were in house. seventeen percent were contractors used to “flex,” whenever more people were needed to support a project. And those 17 percent were individuals—humans: dedicated contractors, not companies—who would report to an employee on the payroll of the automotive company.

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