This group started to 'make some money' near the end of all the transitions that we had put the site through. Once a decision is made for companies that (at that time) would be Fortune 50 companies, it's a matter of a signature on a piece of paper and 100s to 1000s would be laid off.Continue with the executive training of your Technical Staff, they will be the sharpest you have with numbers and 'ideas' to grow on.If you're paying a light bulb changing electrician over $120,000 (in the mid 1990s),why would you pay the Engineers and Scientists 35% of that salary OR LESS I hada Managing Engineer that had 'barely' enough money to keep his 1971 Mercury running. If you 'capture' a market (like we had with a few products) keep evolving the products by using the Capital Profits to reinvest and get 'tighter controls' on thesame production units. The paybacks are MUCH quicker and the returns are LONGER lasting.Don't use 'personality issues' or 'performance issues' to REDUCE salaries. Just come out and say it. Also, don't play favorites, if one group takes a HIT, we ALL should take a hit, including managers and VP-execs. Giving someone a bonus to 'fire people' when the work and MONEY is still there doesn't make any sense, not at this level and for these people who had expertise that was in excess of 35 years in some cases.Have fun with your teams. Aside from the normal union negotiations and other, take time to explore friendships on a golf course, a tennis court (or badminton), bowling or even a 'night out' at the Symphony. You'd be surprised what this would DO for your morale, your overall YEAR(s) at work.