Auf Wiedersehen, Au Revoir, Farewell.

In my previous post about running an anonymous blog I missed out one vital point. Know when it's time to stop. That time has come for me. I've had a lot of fun writing this blog but It's been hard work too and the time for me to sign off has arrived. Writing this blog has been a fantastic rollercoaster of a ride for me. In just six months I've gone from nothing to having anything up to 230 hits a day without ever publicising the blog. It's almost unbelievable.

Since the start of the year I've had a lot of emails of one sort or another. Some offered information or ideas for blog entries. Some offered salacious gossip such as the married man who has had two affairs with work colleagues while his wife was pregnant. Or the woman who sells her used knickers online to people who like to buy that sort of thing. Both of those emails came with some significant measure of proof. I also had emails asking me for my real name. I'm sure most of you were just curious but please understand my reasons for withholding that information. I'm convinced one of those emails came indirectly from site management. Nice try.

The rest of the emails were mostly just general comments and thanks for writing the blog. Well my thanks goes out to the people who read the blog. It made the effort worthwhile and for that you have my heartfelt gratitude. There was even a handful of criticism. That was welcome too.

I may be back if and when I feel it's appropriate. For now I'll leave you with a couple of thoughts. The first is for the phone agents and the other rank and file employees of Sitel Exeter. Sometimes you make it too easy for management to give you a hard time. If you call in sick after going out drinking or do other stupid stuff like aux hopping they know when you're taking the piss. Really they do. When enough people from a group take the piss that reflects badly on the whole group. I could have written a whole separate blog about the stupid shit agents do. :-) 

My other thought is for the management who I have no doubt seeth with moral outrage when reading my articles. If the people reading the blog made it worthwhile then it's the site management who made it possible. Most of what I've written has been aimed at holding a mirror up to the absurdities and inconsistencies I see around me at work. Take a moment to get past your desire to see me fired or worse. Then try and see things from the point of view of the troops on the ground quietly trying to get on with their jobs. Can you honestly, hand on heart, tell me that the majority of what I've posted isn't true. If you lead by example then you'll have more respect from your employees. Punish the managers who hold double standards. Rein in the ones for whom the power has gone to their heads and make sure you are doing your job properly when you try to tell me I'm not. Lots of people can see it. I'm just the person who decided to write it all down.

I'm off to pursue other projects. Whether you loved it or hated I thank you all again for reading my blog and wish you all well in everything you do.

The anonymous bloggers handbook

I'm sure there are a few of you out there who have considered writing a blog like mine. My advice would be don't do it. I love writing blogs and so thought this would be a breeze but actually writing with the Sword of Damocles hanging over you is not so much fun. You have to be paranoid in every aspect of your writing and preparation. If you're still reading and still thinking about creating your own blog here's what I recommend.

First of all assume you will be sacked if you get found out because if your writing is controversial you will. The history of the internet is littered with people who have lost their jobs for what they said about their companies in blogs or on facebook or twitter etc. If you start from that premise then you're working in the right direction.

The next step is to create new accounts for everything i.e. A new email account and a new blog account. Don’t host any pictures, if you use them, on your own flickr account etc. When you set these accounts up give fictitious names and other personal details and create new passwords for everything. In theory there is no way for Sitel to persuade your email or blog provider to give up your information but don’t risk it.

Don’t tell anyone you're the blogger. Even if these people have nothing to do with your company or you think you can trust them with your life I implore you not to tell anyone. Not your best friend, not your partner/wife/husband, not even your priest in the confessional. If you really must tell someone chances are blogging anonymously is not for you.

Don’t put anything that can lead to you in the text of your blogs. By all means put in subtle misinformation. For example where I said in a previous entry I had recently been given a late form that was a lie. I haven't had a late form in ages and it was a bluff. Or maybe me saying I haven’t had a late form in ages is a double bluff and I'm on my final written warning for lateness. or perhaps me saying it's a double bluff is a triple bluff and the original bit about the late form is true. Or maybe... You get the idea.

Proof read everything properly. When you finish proof reading go back and check again for anything that might lead to you. I've refrained from writing a couple of entries that I think you would like because I couldn't be sure if anyone else knew the details of the story and thus I would be found out that way. Take a moment to consider your sources of information. If someone has told you something and you publish it you may be getting them in to trouble.

This is not the complete extent of what I've done to keep safe as I do need to keep a couple of the details to myself. There are multiple layers of security and paranoia between me and the pages of this blog. Read some internet forums for more tips. As the adage of the 7 P's tells us. Proper Planning and Preparation Prevents Piss Poor Performance. In this case piss poor performance means you looking for a new job.

Finally let me wish you well in your blog if you do decide to write one.

Data protection or.....

Data protection is a subject that maybe we all ought to take a little more seriously than we sometimes do. This was highlighted last week when a lot of emails went around regarding a popular online children's game (remember no names on this blog) that is handled by one of our sister sites. It seems that someone managed to add just about every email user in Sitel worldwide to their internal distribution list. In the grand scheme of things it's not the worst data protection breach ever. For most of us it was just an amusing start to our day. Something to talk about by the coffee machine. No harm done.

Data protection is nonetheless a serious business. Which is why I find it hard to bite my tongue when someone tries to use it as an excuse for something completely unrelated. This has happened to me a couple of times. For example I once had an operations manager tell me to put my bag under my desk rather than on it "Because the data protection act says you have to".

No it doesn't.

Data protection law says that nobody has the right to see any potentially sensitive information about you without your say so and that companies must take steps to ensure that only those who need it to do their work have access to your data. It doesn’t mention the placement of employees bags at all as far as I can tell. Anecdotal evidence suggests I'm not the only person to have minor company policy presented to me as legal requirement. Why would this bother me? Simply because it's wrong. By using it as a bullshit excuse to make company policy seem more important you're actually making data protection law seem less important. When you work with members of the public for any length of time you tend to get a highly developed bullshit detector and that incident just made this person look stupid.

If something is a legal requirement that's fine. We know companies have laws to follow just the same as we all have laws to follow outside of work. Likewise if it's company policy just say so. We're used to petty rules and we really don’t mind. It's just part of life. As for the person who altered the email distribution list last week. I bet you feel a right plonker now.

To pull a sickie press #1...

I had the misfortune, a couple of weeks ago, to come down with a cold that's been doing the rounds. I could barely speak because of my sore throat. Reaching for the phone I called the absence line to hear things had changed since I last called in sick. "For this team press #1 and for that team press #2" the recording told me. Really? Are you going to put me on hold for five minutes as well just so you can say "Your call is important to us so please continue to hold"? I dutifully pressed the appropriate number and spoke to a random team manager from my floor. After making sure I sounded as ill as I felt I turned my phone off and went back to sleep.

It got me thinking later as I sat on the sofa surrounded by Lemsip and tissues. Watching daytime TV and wondering where Jeremy Kyle dredges his show participants up from leaves you time to ponder other things. Do Sitel really think this will make any difference to their levels of absence? First of all let's ignore the people who always go in to work unless they are properly ill. This is clearly aimed at the people who wake up and see, like this weekend, that the weather is far too nice and decide to replace speaking to people on the phones all day with a spot of sailing or something. Although I'm sure this measure, which has been in place for ages according to a colleague, wont hurt. I really don't see it doing any good either. After all if someone is swinging the lead then surely this isn't going to make any difference to the 'Sunbathing vs Office' equation. It strikes me as changing process and procedure to prove the site is 'doing something' about sick levels. There is sometimes a desperate need for improvements to be visible so that someone somewhere can point to it in a meeting and say "look what we did." The effectiveness of the idea doesn't always hold much sway.

If you have an idea, humorous or sensible, that you think would help improve the levels of absence on the site then drop me a line at sitelblogger@hushmail.com and I'll put any good ones up here in the next week or two. As always I'm as keen to protect your identity as you are. So rest assured you can contact me in absolute confidence with this or any other ideas you might have for this blog.

It's now what you know.

Did you hear about that senior police officer in North Yorkshire last month who nearly got himself sacked for nepotism? He was under a lot of pressure to resign and was given a final written warning for his conduct. Oh how different things would be at Sitel Exeter if management took such a severe line with nepotism and cronyism. For those of you unfamiliar with the terms. Nepotism is putting your family ahead when it comes to jobs and cronyism is sorting out your friends with jobs regardless of ability. Neither practice has any place in the modern workplace in my view. The recently departed operations manager Phil gave us a prime example of why this shouldn't happen. It's pretty common knowledge that Phil runs a Sunday league football team called Exeter Phoenix FC. That team has had around a third of its 30 man squad pass through the doors of Sitel at one point or another and to the best of my knowledge all but one of them has been given opportunities to climb the career ladder. What are the chances?

If you look at the performances of those who have both played for Phils team and been promoted at Sitel it's not all bad news. A couple of them have definitely deserved to get ahead. Richard on the second floor seems to be a capable and efficient team manager. On the other hand there have been a couple of horror stories too. Chris Clows time with Sitel has become the stuff of legend for all the wrong reasons. He left the company months ago and yet just a week ago out on smokers corner someone brought him and his abilities as a team manager up in conversation. How did he manage to get promoted and stay ahead if he was such a poor worker? Simple really. Played football with one operations manager, Phil. Best of friends with another operations manager, Shane, and was father to the HR managers grandson. Game, Set and Match.

It is my hope that as the new senior management structure works itself out we will see more promotions based on ability and less based on who you drink with or share your bed with. This does not mean you can't promote a friend. Quite the opposite. If you get on well with someone and they are genuinely capable that's a good thing. On the other hand if you promote a friend who say has a lot of late or sick over another more suitable candidate then people are, rightly, going to get annoyed.

Mounting attrition.

The bloodbath among team managers on the second floor continues. Amid all the gossip around our operations manager leaving without any warning it should not be overlooked that yet another team manager has decided it's time to move on. This time it was Martyn and that's no real surprise. He hasn't looked happy for some time. You have to question how seriously Sitel are taking the issue of team manager attrition. If my maths is correct that floor is losing a team manager every 45 days on average. Unfortunately this includes some good hard working people. Whats even worse is it's not simply a case of better work or pay luring these people away. Some are choosing to take worse pay within the company to not be team managers any more and the rest are just leaving. I only know of one case where a departing team manager has gone on to a better job straight away.

So answers on a postcard. Who's going to be our next team manager casualty. I could name who I think is leaving next but that would spoil the surprise for you.

Phil

So Phil has left the building. Apparently he has decided to seek opportunities outside of Sitel. We all know this is corporate lingo for "doesn't have another job to go to yet and only left because he was pressured in to doing so." Usually when a high profile person leaves a gushing email is sent out thanking everyone for being such amazing friends. A promise to stay in touch and an undertaking to go and get drunk soon are also pretty much de rigueur. For Phil the fanfare was conspicuously absent and instead we get a terse email from the site director two days after Phil left. All a bit cloak and dagger.

Back at the start of the year I wrote a piece suggesting that Phil had chosen to fall on his sword for the very evident problems setting up the new campaign on the second floor. I was as surprised as anyone when he returned from his sick leave and assumed I had horribly misjudged the situation. Now it's become clear that he is being made the fall guy after all and in my opinion there are some good reasons to do this. That being said Sitel should not think getting rid of Phil will solve anything other than the head on a platter to offer our, understandably annoyed, client. He only deserved around half the blame for the state of affairs that led to his demise and thus the other half has to be shared around a few other people. On his good days Phil was a great manager and always seemed to be a natural with the glad-handing of clients on site. Unfortunately he was also prone to some lapses of judgement and has paid a heavy price.

There has been a real culture of mediocrity in the office at times. A quick fix fire-fighting approach rather than taking a longer view. Outsourcing is a funny business. Just because six months can be a long time in this industry doesn't mean we should give in to short term thinking. Hopefully the changes that are happening in upper management on site will mean the company starts thinking a bit more about the next year or two as well as planning the next couple of weeks.

Making constant changes. UPDATED

Sometime it's hard to understand why Sitel shows such a lack of clear direction. It's almost like nobody takes the time to step back and think about things from a different perspective.

A quick note here. When I started this blog I promised myself I wouldn't name any of the clients directly. After all this is about Sitel not the companies who use our services. However if I were to talk about a team on the first floor that handles calls for a major high street fashion retailer you would all know who I was talking about.

This team has had several changes of team manager over the past few months. Andy who took over the reins of that team some time ago was moved sideways to another position in the middle of last year. Sian was asked to move up from her senior agent role to manage the team. Then, as many retailers do, there was an increased workload over the Christmas period and Greg was brought in from another campaign to help with the managers workload. So far so good. So why have the company brought in a new manager from outside the company and moved Sian back down to her senior agent position?

Was it a mistake to move Andy off to the other team? He had been running it for a couple of years. Were both Sian and Greg unable to run the team  properly? That would show a worrying lack of diligence in selecting candidates to move up the career ladder. How about a clash of personality with senior management? A lack of ass kissing? The truth is I don't know the reasons for such volatility.

I'm not sure I would want to be the new team manager. If the team is on their fourth manager in less than a year then that would have me looking over my shoulder all the time. Either the team is a poison chalice or more likely Sitel dont know what they want and then complain when they don't get it. Hopefully we're now moving into a period of stabilty because constant changes are not good for the agents and are not good for the client.

Update 15th June 2011

Since I wrote this entry someone has been in touch anonymously. This person has suggested that Sian was removed from team manager duties due to a serious lapse of judgement. As I haven't been able to verify the allegation yet I wont repeat it here. Suffice to say if true then the decision to remove her appears justified.

One thing bothers me though. we have a Team Manager Track aimed at identifying candidates for promotion internally. Why not recruit a suitable internal candidate if they were forced to replace Sian?

One baby and a funeral

On Friday Paul Smith got his final send off from this world at a funeral held in Exeters Crematorium. Although I didn't attend I'm told both Sitel and our client from the second floor sent flowers. It's also nice to hear we had an "Official Delegation" in the form of Dan and Richard from management. Some agents who were close to him were allowed time off to attend the funeral and Sitel seem to have dealt with this with a good deal of sensitivity. Just goes to show that Sitel can do things properly when they try.

On a lighter note Phil the Ops Manager from the second floor has, Together with his wife Emma. welcomed a new arrival into this world. A baby boy. Welcome to the world of sleepless nights and no doubt all the other fun that goes alongside the joy of bringing up a baby. Congratulations to you both.

Paul Smith.

I had intented to write a piece poking some gentle fun at a couple of people from Sitel who were in the weekends Great West Run. I'm quite sure my jokes wouldn't have been that funny and in light of the sad news there seems to be little place for levity today.

Early Sunday evening the grapevine started to hum with rumour that the man who died on Sunday during the Great West Run was a Sitel Exeter employee. The name Paul Smith came up but that's not an uncommon name and the press were giving little away. On that basis I chose to wait until more concrete information was available. Sadly that rumour turned out to be terribly accurate.

I only spoke to Paul a couple of times in the break room and he came across as a likable guy. The impression  from people who worked alongside him is that he was the sort of person who got on with his job and got on with his colleagues. Always willing to roll his sleeves up and pitch in. This made Paul just the sort of person we could do with a few more of in our office.

To check out after a just quarter of a century sucks. A tragic admonition to take each day as it comes because you can never be sure when it will be your last. I hope everyone will spare a thought for Paul, his family and his friends.

A reminder then that it's not just how long you live but also what you do with your time here.

This ones for you

I'm raising a glass to you and hopefully I'll catch you on the other side.

Pay.

I hope everyone is enjoying the May Bank Holiday weekend. Shame the lovely sunshine of the past couple of weeks hasn't really continued.

The pay is in for April and the observant among you will notice that your basic pay is exactly the same as it was in March. For those of you who have been with the company on the same payscale for long enough then it's the same basic pay as would have been on your payslip over three years ago. Despite running around 10% inflation in the UK over those three years the company is still pleading poverty and refusing to increase our salaries. This means effectively we are taking a pay cut for the third year in a row. Without question this is hitting some people fairly hard.

I want to look at something that might help those who do feel the pinch and also benefit the company. Performance related pay. As contact centre employees we all have a long list of metrics that we're supposed to conform to. AHT, call quality scores, absence and lateness targets, etc.

As things stand at present there is no differential in pay or rewards between the best and the worst performing agents. This means you can come in to work every day on time and do an excellent job exceeding all your targets and you still get paid the same as a rubbish agent. They may fail every call and be late or sick a lot. Maybe they have a warning or two on their record but don't do enough to get fired. They still get what you get. There is the possibility for a bottle of wine or something similar for great performance but a lot of that depends on blind luck.

Some might argue that a poor record would exclude you from advancement in the company to senior agent and management positions. This is not true. Sitel have recently promoted a few people with serious questions over their attendance but that's a discussion for a another blog. Likewise some people don't want advancement. I know of an excellent agent who has repeatedly refused advancement on the first floor. They simply want to come in to work and be a good agent.

Bringing in performance related pay is a simple way to give a boost to the efficiency of most agents. It would allow the company to target what matters to it the most. The agents benefit with a few extra pounds in their pay and the company can make savings in time off and late or boast about improved quality to the clients. There must be a caveat though. If the company doesn't measure your performance then you get the benefit of the doubt. i.e. There are lots of examples of agents not getting call quality monitored for months so it would be unfair to not pay them for any quality based incentive just because they weren't monitored.

Another one bites the dust.

I see we've lost another team manager on the second floor. That campaign must have some sort of record now. Over the few months that they have been running they have lost a lot of team managers.

Greg. Went within days of the campaign starting.
Sarah. Moved into real time CMS watch.
Alan. Was moved on to the campaign against his wishes and promptly went looking for a new job.
Alina. Moved down to Alans' old post so possibly doesn't count.
John. Apparently sacked.
Rafferty. Moved down to being an agent.

And just a few days a go we had Aaron, who was an external candidate, leave after just a few weeks saying this was not what he signed up for.

Team managers come and go like any other group of employees but to have around 50% turnover in 9 months is shocking. I had one of these former team managers, Alan, explain to me while he was still here that he could not do his job in anything like his thirty-seven and a half hour working week. He said it took between forty-five and fifty hours. Now I know this is not because Alan was a slacker. Quite the opposite he was a hard grafter and in my, totally unqualified, opinion he was operations manager material. The other thing I have gleaned is that the team managers spend a lot of their time not managing their teams and instead dealing with large numbers of customers and dealing directly with the client too. What's more is I understand that despite it being impossible to do their job in their standard hours they are not able to claim overtime either. I don't suppose anyone is going to cry at two or three hours here and there but ten hours a week every week? No wonder they drop like flies.

New Late Policy

Right after I last posted there was an announcement to the site that the late policy was to be revised. As of a few days ago we are no longer getting paid for being late. Previously you could be up to two hours late and still get paid for it. It should come as no surprise that having little penalty meant there was no great incentive to be punctual every day. Obviously as per my previous post if you were regularly late then you could expect to be warned and eventually fired but for the occasional "shall I run for the bus or finish my breakfast?" moment. Then it comes as no surprise that some people would be catching the next bus.

Now we are, apparently, going to be docked pay for every minute we are late. This is a good move and I congratulate Sitel for taking the common sense route. The flip side of this is that if we're stuck late on calls then as you can dock our pay by the minute now we expect to be paid for every minute late we have to stay through no fault of our own. It has to be a two way flow.

Do as I say.

... not as I do.

Now here's a subject that may appeal to one or two of you. Double standards. I was reminded of this a short while ago when I was the lucky recipient of a late form. Let not make any bones about it. I was late and I couldn't really put my finger on why I was late so I  made up something vague about transport issues. If I fail to turn up to work on time just a handful of times in six months my manager will probably invite me to a disciplinary hearing where I run the risk of a verbal warning. This is all very well and good and I must say that in general I approve of the companies late policy.

What rankles is the way it's not enforced across all employees. I have personally observed a team manager being late around 10 days in a month and this was by no means an exceptional month for him. Thus if this lateness persists (and it did) then he should find himself up for dismissal in less than six months. Actually what I suspect would have happened is that on receipt of his first written warning he would have started setting his alarm clock fifteen minutes earlier and thus the disciplinary process would have achieved it's aim.

Similar stories can be told about absence and quality/quantity of work etc. right down to the mundane questions like 'just how many smoke breaks have you been out for today?'

Some people might like to jump to their defence and say management deserve a bit of slack because of the extra responsibility they have. That doesn't wash with me I'm afraid. They take the extra pay and thus they should be expected to live up to the same standards they set for us. Leading by example is one of the first principles of management in my opinion.

Charity Stuff

So here at Sitel Exeter we have just handed a big cheque to Hospiscare. This year we're raising money for the Devon Air Ambulance. Now there's a charity you hope you never see in action. :-) Both worthy causes I'm sure.

We also took part in Comic Relief as one one of the callcentres taking donations for the live fundraiser show. Apparently people at all levels from agent to ops manager were involved and it was a good night.

It's nice to see the company getting involved in this sort of thing.

Suggestions please

I need some suggestions for something to go on my hat to make it taste better. You might ask why I'm eating my hat? Well it's because I was wrong about Phil. Despite my prediction that Phil had fallen on his sword (voluntarily or otherwise) for the problems they've had down on the second floor it seems he is back.

It looks like I put two and two together and made seven.

The agent forum returns

So the agent forum is to be revived.

The meetings are a good idea in principle. If the Site Director or someone on his behalf is prepared to listen to the concerns of the staff that is a good thing. The idea falls flat when nothing comes of the meetings and they become just a talking shop. I got a real sense that under the old SD they had become just that.

Obviously there are times when the management at the agent forum will be quite within their rights to nod politely and note down agents comments then do nothing. A good example of this is when some agents complained that Redbull had been withdrawn from the cold drinks machines. This is not a big deal when there are around 5 shops within five minutes walk that sell energy drinks if that's your preference.

On the other hand there are some very real agent concerns at the moment that might get lost in the day to day running of the site. An example might be why on earth is it so hard to keep toilet roll in the toilets and paper towel in the kitchen areas?

I'm looking forward to seeing if anything comes of this round of the forum.

It's Saturday and I have a hangover.

Well not me personally but as all employers do Sitel Exeter from time to time has a lot of people call in sick on a Saturday morning. Usually just after pay day. You employ a lot of 20-somethings and this is all but inevitable. The problem is that Sitel do not make this any easier for themselves when some of the management are out in the same bar as the agents and are partying as hard as anyone.

Take Keith for example. Keith is getting quite a reputation as the biggest party animal in the building. This is an eyebrow raising revelation when you consider in the office he is a pretty quietly spoken person. I can personally vouch for Keith being a hard drinker. A good example is when the company attended the South West Contact Centre Awards and he had been far too hungover the next day to work. To be fair to Keith almost all the Sitel attendees got pretty well smashed the last two years.

Stories that persist around the office:

• Keith getting falling down drunk regularly.
• Keith vomiting on an agent on account of how much booze he had drunk.
• Keith missing buses back home
• Keith taking a female agent to the Jurys Inn for sex.
• Keith spending huge amounts of money (I heard around £300 in one night once) in the watering holes of Exeter. 

Keith you're my new hero :-) I hope your woman doesn't mind your drunken antics.

Back to the original point then i.e. Agents calling in sick after going out and drinking. It's a bit hard for the company to call foul and take an agent into a disciplinary hearing when one or two of the rising stars in management are showing less restraint than the people they are trying to straighten out. This is not what management experts like to refer to as leading by example.

Work harder slaves!

Our managements demands for more work continue. Some agents are to be rewarded for their current hard work by being cross-skilled from computer support to supporting TVs and DVD players as well.

There are rumours that as we approach the end of the financial year the budget may be a bit screwed.

Isn't that nice.

I'm guessing he jumped

Something tells me that Phil has left the building. Official line is that Phil is on sick leave and we all wish him a speedy recovery etc. The funny thing is Phil went around a lot of people in the building on Friday and shook their hands and wished them well in life. Not really the behavior of someone expecting to be back in a few weeks. Looks like he's falling on his sword for the screw ups down on the second floor. I predict four to six weeks of sick notes for stress. Then he'll hand his resignation in and be placed on gardening leave for his notice period.

Is that sound I hear the wind of change at Sitel Exeter? Time will tell.

Money

Lets start off with a nice easy subject. Pay.

Over the past couple of years we have been told the company can't afford to give us a pay rise. The usual citations for this were the harsh economic conditions and the empty desks we had. This was fair enough. Even when you have a hundred empty desks a lot of the buildings cost are the same regardless of the number of people working there. We all grumbled about it and then accepted it with at least a measure of good grace.

Now the building is full to overflowing we are full on the third floor and the first floor. The second floor i.e. the one that was empty and the excuse for not paying us any more now has filled to the brim and beyond as teams overspill into training rooms and have used spare desk on other floors.

All that extra income from our new client surely can now be used to pay the troops something a bit close to what they are worth. Any sensible measure of inflation would show an 8-10% rise in the cost of living since our last increase. Therefore a pay rise is long overdue.

Welcome.

Hi and welcome to this blog.

I am going to be writing about Sitel Exeter and the daily comings and goings of life in the office there. If you have a story that you would like to contribute then please email me sitelblogger@hushmail.com. Your anonymity will be respected.

Hopefully we can have a bit of fun along the way.