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With a nationwide network of 34 fully stocked distribution centers, and a fleet of more than 2fi) trucks, you can be assured that you will always have what your customers need - the biggest names in building products - when they need it.

That's what makes PrimeSource@ the leading nationwide distributor of building rnaterials for the residential, industrial, new construction and remodeling markets.

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Do I really want to work here-or there?

There are those companies that seem to just turn over their staff and management on a regular basis. As a service provider to several such companies in our industry, rvhere relationships are crucial, I knorv how difficult it can be to start over again every two or three years. However, I also think about those left behind working in such companies. and what they face.

When anyone with any tenure leaves a company, a knowledge bank leaves with them. When the whole staff turns over, well, you can imagine. I think the challenge of finding a good company to rvork for is really difficult today, as in most companies the only constant is change itself. Unfortunately. I am sure I am not alone in having made a couple of bad decisions with companies I have joined. In those cases, I just did not heed my gut feeling-or the warning bells flashing in front of me. Nothing was necessarily wrong with those companies. They were just not a fit for my talents or the way I do business.

I am often asked if I think someone would be a good fit for such and such company, but I have learned the hard way that what seems right today can quickly sour tomorrow and I would hate to help either a company or an employee make a wrong choice. I have never quite fathomed out whether rvorking for a good company and a bad boss is bet- ter than working for a bad company and a good boss. I think the one overriding issue I rvould consider today, apart from the money equation. rvould be "Can this organization be trusted?" That can only be gleaned from rvorking at a company. or by really researching a company you want to join by asking the people rvho already rvork there. In the past. I have been guilty of not doing enough due diligence. I have also learned that the grass is not always greener somervhere else. and that for those extra dollars there rvas a price to be paid.

Trust is earned by saying tvhat you mean and doing what you say. Simple theory, but unfortunately, in my last five years of corporate life before coming to this company, I did not see much of it. My experience in later years was that companies say one thing but do exactly the other. Our greatest asset is our people. they say, but ar the first sign of trouble they lay them off or send their jobs overseas or to untrained rvorkers elservhere. They tell their staff to take risks and then nail them for doing so rvhen they do not rvork out. As my last column suggested. they talk about stretch budgets, but then nail them rvhen they are not reachedeven if the end results rvere still good. They talk about customer service. yet they rvill ship inferior product. not ship on time. or follorv up rvhen there is a problem. And to get the forecasted numben all sorts of tricks are pulled. They tolerate individuals rvho I have seen drag rvhole departments dorvn. and rvho do not espouse core values, yet keep them because they hit their numbers. As I write this today. one large company (not in this industry thankfully) has laid off 400 people by email-a sign of the times.

When dealing rvith individuals. the air in many companies is full of halftruths and lack of candor. The message changes constantly. and mixed messages are rvhat leads to distrust and apathy. I have been fortunate to work with bosses rvhose every rvord or deed I could trust, and unfortunately have rvorked rvith bosses rvho could not be trusted. The difference in rvorking atmosphere rvas quite clear. The difference in performance rvas markedly different as rvell. Getting trust from your employees is not rocket science. The key is saying what you mean and doing what you say rvith the utmost integrity.

To those looking for a different job. pick your new company rvith great care. When you intervierv. arrive early. Take note of the environment around you. Listen to horv staff is handled or horv calls are placed. Look for smiles as people pass through reception or head for the break room. The manner in rvhich everyone acts is a clue as to horv the rvhole company works. It is just like dating: compatibility is an essential part of rvhether you see that person again. It should be top of the list when deciding rvhere you rvill be spending the better part ofyour rvaking day. In the end. it is not about money.

It is rvhether you believe you can fit in culturally. be yourself. and not pretend to be something you are not. Money is great. but I rvould prefer to earn less anci be able to arrive each and every day rvith a smile on my face. and feeling appreciated. It took me an arvful lot of pain to learn it. and in the end. I should have Iistened to mv sut!

Fire! A potential disaster. A devastating threat to life and property. That is why it makes sense to build with lumber and plywood treated with D-Blaze@ Fire Retardant. The "built-in" protection of D-Blaze materials controls the spread of flames, smoke, and devastation. lts UL "FR-S" Classified fire retardant properties have a flame spread and smoke rating of 25 or less. At 30 minutes, D-Blaze materials showed no evidence D'BLAZE''",ff"?'iffiffi3fo"JJ3,'"',i*X'fJ"'I",'1'XJl''ij.'j3'"h1ffij,I:J?n'ffTI::fj

D-Blaze treated wood is strong, durable, easy to handle, and workable with common tools. And, in most cases, D-Blaze treated materials feature lower "in-place" cost than non-combustible-classified materials.

MAKE THE SAFE CHOIGE!

Comply with ISPM 15 through Heat Treating ng service is the choice in Southem California for any company involved in international shipping of palletized goods. All of the pallets or lumber we Heat Treat bear the ISPM 15 approved marks, which means that your shipments will not be delayed at international ports due to ISPM 15 concerns.