Incorporated 2010 in Honolulu, Hawaii and headquartered in Seattle, Washington in the United States, Reliable Investments LLC also operating as Reliable Dynamics LLC is a procurement and supply chain management company as well as a value-added diversified wholesale distributor serving the commercial, industrial, energy, electrical, power, utilities, transportation and construction markets by working closely with municipalities, states, federal agencies and corporations to fulfill any and all of their procurement and supply needs. We are a responsible and responsive operation with excellent customer service and follow-through. Giving back to our community is important and the future of the lives we touch drives our business decisions.
What sets us apart from the competition is our commitment to service and the relationships with our clients and partners. In fact, our prompt and efficient service to customers is the #1 reason we partner with so many companies and establish new channels of distribution for many high-quality products from the commercial, industrial, energy, utilities, transportation and construction markets; the end result is extremely competitive pricing for our customers. We appreciate the opportunity to bid on any of your project needs and we look forward to doing business with all government and corporate entities throughout the United States and outside the US.
Use these free clip art images for your collections, school projects, website art and more. Corey McAveeney is a Culture Geek at Culture Amp, the creators of Murmur, a survey and analytics platform for measuring and improving your workplace. I’m all for those who bring it to their startup culture, but what is the meaning behind these platitudes? These oversimplified sayings are more about the effort founders, people ops folks, and others in leadership roles make to communicate the behaviors they expect from everyone on the team.
Do you know someone whose heart sinks at the thought of leaving their job, their team, or their company? In addition to emotional attachment at work, symptoms include getting a friend a job at the same company, going above and beyond the scope of work, envisioning future work anniversary celebrations with the team, and generally being proud to work at a company. There are many facets to being engaged at work, these are a few sentiments commonly measured by teams looking to make sense of their people data. The part of the employee engagement equation that so many teams struggle with is the emotional part.
Founder: All righty, well, I think it’s clear that your complementary skill set, broad experience, and personality make you my top choice. If you understand the needs and expectations of your people and you communicate the same to them, the emotionally charged milestones won’t be filled with the intensity of any big, bad surprises. All that means nothing unless you actually apply this to your actions at the office, or wherever you work. Once you observe the level of engagement, you’ll realize you can also measure the level of engagement.
Often, the initial approach to employee engagement surveys is to create them internally, collecting and analyzing data manually.

Rounding out your survey with more questions is a good idea. This will lend greater statistical reliability and give you a better picture of what your engagement looks like. Depending on the interests and goals of your team, you may want to ask people about leadership, opportunities to learn, recognition, collaboration, among other aspects of your culture. Keep in mind that if you aren’t prepared to address all of the issues that arise from a question, you probably don’t have any business asking the question in the first place. Once you gather your team’s responses, you’ll need to take some time to comb through the results. With your desired outcome in mind, analysis of the responses will confirm or disprove your line of thinking.
Perhaps when you ran your last survey, you saw that a seemingly innocuous question about ‘being part of the team’ had a strong correlation with an individual’s tenure. This is just one example of how tracking elements of your culture – particularly engagement – will benefit your whole team in the long run.
Remember that you need to communicate before launching the survey, during the survey, and after results have been reviewed.
In conjunction with our partners, we also offer field engineering, installation, repair, calibration and rental services.  See What We Offer.
We have created strong relationships and partnerships with top vendors throughout the country, in sectors ranging from industrial, commercial, power, utilities, construction, engineering, energy, manufacturing, and many more. We always keep our promises – doing what we say and saying what we do are the fundamentals of our integrity and that is our core values. With our top notch and extensive selection of products, we’re sure we will find the right one to satisfy your particular needs.
If you can't find the clipart your looking for then please do not hesitate to get in touch and we will gladly help. Thankfully, “It is what it is” was short-lived and no one I know has tried to describe their startup culture as such.
It’s one way to get people to connect with the work and other team members, essentially working to boost the tried and true indicator of many things: employee engagement. Your employee engagement level is simply a yardstick for how emotionally motivated, committed, and connected people are to their work. Look around and determine whether people are emotionally connected, motivated, and committed. You may even find yourself relating the purpose or ‘why’ of your work (the mission) as well as the ‘how’ of your work (the values) to others.

If your startup hasn’t gotten to that point or doesn’t dedicate time to having conversations about cultural norms and expectations, you may eventually find that people wander off to contribute somewhere that is clearly articulating their passion. The people data you’ll collect can help you predict, prevent, and improve everything from manager effectiveness to your churn rate. Relating back to the definition of employee engagement, think of questions that measure motivation, connectedness, and commitment.
These three statements are a good start towards compiling data for a basic engagement index at your company. Working with someone who has experience in survey design and research methodology also doesn’t hurt, they’ll ensure you ask questions that have a history of providing the links to the outcome you’re seeking. Whether you’re a data wiz or you’ve been following the realtime results in your dashboard, turn your attention to that initial desired outcome. For instance, maybe you’re looking to be more proactive about connecting with people who leave the company before they consider leaving.
For the past six months you’ve witnessed that being more attentive to creating a welcoming and inclusive environment has decreased the number of people who leave. People will expect the results to prompt action; never let their opinions and suggestions get swallowed in a black hole.
Whether you sift through the data yourself or sit back and appreciate automated analytics highlight the key issues, know that collecting a ton of data is not as valuable as making it actionable.
She also writes about culture and organizes the Greater Boston Startup Culture Meetup, interviewing entrepreneurs and others in the startup community. If your startup culture is of the aware and communicative variety, chances are you have established a set of core values to define how everyone is expected to work. Can you give me a better idea of how emotionally equipped everyone is to handle the highs and lows? Do you envision us all working together for the long haul or do you think of me as a great person to initiate getting your startup off the ground and running and then making over the team with a whole new set of people once you get funding? I just want to know how much I can personally afford to invest emotionally before I commit fully.

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