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So when it comes to change you canamp;#39;t communicate too much with your staff. I believe that across Ego weamp;#39;ve got a fairly strong engagement in our culture. Weamp;#39;ve got a unique culture based on the values of Ego which are based around the values of the family. And part of that is trusting and working with our people right across the organization. So for example, I do I a newsletter which goes out to staff about every three or four weeks. That gives some information about some of the change thatamp;#39;s coming, some of the change thatamp;#39;s done, the wins, the challenges, sometimes the issues and the problems that we are working on. To keep everyone in the loop and I want to keep my rep in the middle of saudi arabia as much in the loop as I do the person working in the warehouse in Melbourne or the manager whoamp;#39;s based in Taiwan, or the sales rep whoseamp;#39;s based in Penang in Malaysia. Keeping people engaged in who we are is really important.
