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People for centuries have been looking at ways to store their items safely. Fortresses have been constructed to secure people and their items from people that could take them away. Ensuring that the things in the secure rooms were free from wet was really important as nature had ways of seeping their way through to them. Developments over the years has meant that although we now often carry products across the globe we can ensure they remain secure by putting them in shipping containers that can defend what is in them from nature.

The robust build of shipping containers has meant that many people have seen them as fantastic resources with which to carry out everyday jobs that may have found it difficult with more conventional structures. People also use these prefabricated buildings to store their possessions in when they move house, so if they wanted to find storage Essex they would just look up “storage Essex” on the internet. One of these portable buildings for sale are really necessary to consider when you are talking about buying yourself more space to undertake a specific job or home a specific belonging. Most portable buildings for sale can be manufactured to suit exactly what you want, using the basic shell as a starting point. Shipping containers are made around the globe for many things.

You will frequently discover that schools use them for temporary classrooms, builders, hospitals, hobbyists buy these containers so that they can ensure they have a clean, dry space to teach, manage, work, or treat the thing they are working on or with. Container houses are being constructed out of these prefabricated structures as they are made to such exacting specifications. In comparison with the old secure stores, they now come with security windows, power supply, heating, lighting and any number of optional extras that you could need for your task.

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I am not happy. My chair has just broken and the printer has still not been fixed. The company is falling apart. My boss is okay but has no clue what is going on.

There was a new person that started last month, no one bothered to introduce them and they were given a job that they had no clue how to do; why didn’t they ask me to look after him? I could have told them that a new set of drawings had been issued so even if he did know what he was doing the drawings he was using were obsolete anyway. Sometimes I don’t know why I bother turning up.

I went for a drink with some of the guys last night after work. I don’t know anyone who is happy and the lady in the Accounts department has told me that she has just about had enough and is going to ask for an immediate pay rise and if she doesn’t get it she will be off.

The management don’t have a clue, we are losing money through our inefficiencies and all they do is issue memo’s telling us of new procedures for claiming expenses as though it is going to make a difference to how efficient we are – whoopee do.

I’m going to ask for a pay rise, if Sally can get one so should I.

And on it goes.

These are the sort of thoughts that start to go through the minds of individuals when an organization loses touch with their personnel; the chair that is broken, no feeling of appreciation, blaming ‘management’ and for some even questioning the futility of what they are doing. Trivial problems fester and a cynical and negative mindset develops. Can you be sure that this isn’t the sort of thing that is going on right now in your organisation?

What should be social events held outside the office become no more than a forum for complaints and negativity grows among people who feel unable to effect change. Diverse frustration will often amalgamate into a demand for an increase in remuneration, as though like a cheap fix more money will briefly reduce the pain.

Left by management, undiscovered and unaware, the concerns of this employee will inevitable find solace with their colleagues own individual concerns, where the only common demand will be for an increase in remuneration, more paid holidays and a reduction in working hours, all of which will not fix the broken chair, ensure that new personnel are in future properly introduced, trained and managed nor help management identify areas of inefficiency.

Organisations have a habit of compartmentalising people, physically through offices, cubicles and workstations also in terms of responsibility. With strong and effective management to support this structure it can be productive, but as an organisation grows, weak or inappropriate management can infiltrate the management chain and it is only to then be expected that cracks will begin to appear.

From the top down all can appear rosy in the corporate garden as the weak and inappropriate manager reports that all is well in the engine room, oblivious to the fact that their coal stocks might be dwindling.

A very skewed view can be the result of relying on a limited number of indicators, just as a one eyed person finds judging distance difficult. By establishing procedures that sample the mood from different perspectives throughout the organisation good management will be able to form a rounded picture.

There are both direct and indirect benefits of establishing good, frequent and extensive communication channels.

A senior management team that is known to have their ear to the ground will command great respect and will keep middle managers from becoming complacent knowing that they can no longer dismiss the senior managers searching “How is everything going?” question with a glib “Fine”; In my book if someone says “fine” you have to ask if they really know what is going on.

Most principals of an organisation will not have the luxury of spending time walking the floor and discussing the issues of individuals but through online employee satisfaction questionnaires they can achieve the same benefits and almost become omnipresent.

Online surveys are the perfect mechanism for establishing effective communications between the employer and employee. Using a survey hosting service they can now be created and published with speed and ease.

Surveys can be deployed in seconds by utilising the Internet and intranet, they can be completed easily by employees and the results analyzed in real-time exposing the ‘problems’ and giving early warning towards common themes of dissatisfaction.

With their ability to get to the heart of an organization online employee satisfaction surveys can confirm that all is well in the engine room and that there is sufficient fuel to keep it running.

There are considerable benefits to conducting online surveys, real issues can be identified and employees feel that they have a forum to express their concerns.

Although online surveys will not on their own resolve problems they do help identify the concerns of the employees and that in turn gives senior management the opportunity to fix the problems that need fixing, if people then do decide to leave the organisation they will hopefully be doing so for the right and not wrong reasons.

Although monetary concerns can often be cited as the main reason good people decide to leave a company dig a little deeper and it is often found that it is more to do with one or more of the following:-

 

 

 

• the working environment;

 

 

• a lack of fulfilment;

 

 

• limited training and feedback;

 

 

• lack of career growth;

 

 

• over worked;

 

 

• lack of trust and respect with the senior management.

 

 

 

A well planned employer/employee communications programme that can identify the individual and common concerns of employees will give senior management the opportunity to address root problems and not just the symptoms of employee dissatisfaction, allowing them to demonstrate to their employees that they are not viewed simply as interchangeable parts that can be used for any job at hand.

Employee surveys need to be customised so they are relevant for each individual organisation. To get an idea as to how effective online surveys can be try completing the sample employee survey, then view the results of the satisfaction questionnaire and just think of the benefits to management being able to measure so easily the heart beat of the organization.