This belief was a central theme of the Company in its inception in 1951 and a theme to which we re-dedicate ourselves. So long as we are exceeding the expectations of our customers and their customers, our future is much smoother. However, we each have internal as well as external customers, and all our actions should be directed towards the satisfaction of both our immediate and eventual customers. At the end of the day, we can be relied on to do what we promise.

This means: 
(these quotes are taken directly from our Centor Internal People Surveys)

• ”Eagerness to help customers”
• ”Getting the job right – close enough is not good enough”
• ”People who have dropped what they’re doing to attend to your needs immediately eg Maintenance”

We don’t believe in:

• ”A person complaining that a customer always orders late”
• ”Too busy to help the customer”

This is a well-established theme at Centor. We are at the leading edge in many areas of the business including Product Design & Development, ATO Robotics,  Manufacturing Systems and Demand Planning to name just a few. We value people taking up a challenge and using their initiative to “just try it”. If a solution is not working to the satisfaction of our customers, then we will try something else, but the key lies in concerted action. We appreciate a fair attempt to tackle an issue, even if unsuccessful. We challenge procrastination, avoidance and resistance to change.

This means:

• ”Positive can-do attitudes and pride of accomplishments”
• ”Remaining positive even after we stuff up”
• ”People putting in and having a go”

We don’t believe in:

• ”Ignoring issues in the hope they will go away”
• ”That’s not my job syndrome”

This does not mean that we expect people to work long hours or under undue pressure for extended periods of time, but instead that we jump in together to help out when needed. This is the opposite behaviour to “not my responsibility”. Once the job is done, we share in the celebration of success.

This means:

• ”Going the extra mile when it is needed without being asked”
• ”Making sure work is done on time”
• ”People going out of their way to help a new employee in difficulty”
  

We don’t believe in:

• ”People disappearing when we need them”
• ”Dropping everything when bell goes without finishing off the job”

This is our approach in all our internal and external business dealings. We value telling it like it is, without varnish, and being brave enough to accept constructively-offered critique without becoming defensive. The simple truth is always the easiest, least complicated and most convincing option. Conversely, we are committed to open communication of our performance and to sharing and receiving both good and bad news. So that we don’t inadvertently make statements that don’t come true, we value stopping and thinking before committing ourselves.

This means:

• ”Honesty when things have gone wrong (not covering up but wanting to fix).”
• ”Good performance has been recognised and publicly thanked”
• ”Talking over problems with different jobs”

We don’t believe in:

• ”Telling lies about other people”
• ”Not knowing what was going on”