Within Enterprises, the human element is considered to be the key factor that makes the difference compared to other shipping companies and it is believed that the main reason for this, is that all employees, both ashore and on board the vessels are not only fully aware of company’s mission and vision, but company’s vision and mission, targets and goals have become the vision an mission of each employee.

For Enterprises, this has been achieved through the implementation of a numerous processes which results in having creating a working environment were employees enjoy to work in and as stated by many, they consider the companies as their family. The high level of employees’ satisfaction verifies the good communication between the employees and the Leadership.

By providing training, motivation and empowerment, respect to their moral values and their opinion, a healthy lifestyle and a safe and secure environment had lead to a powerful team working all for the same cause.

Safety culture

Promoting a safety culture on board the vessels is of major importance. The company endeavours to promote a safety culture on board the vessels which leads to the reduction and elimination of accidents which involve injuries to ships’ personnel and damage to property and the environment. However, in order to accomplish the above the commitment from the highest level of the company is of vital importance. The company by promoting a safety culture is aiming at upgrading seafarers’ lifestyle increasing value for customers and stakeholders.

The key aspect of a safety culture is changing the behaviour of seafarers and shore based personnel so that they believe in a philosophy of constantly thinking safety and recognise that all accidents are preventable and that normally they only occur when failing to follow correct procedures.

Safety Safety Safety

Training

  • Internal training by External Lecturers and Tutors

In several occasions an External Lecturer is invited to lecture and tutor at company’s Seminar Room. Such cases arise when for instance a new international standard implemented and all employees including Department Managers as well as Managing Director need to be well aware and well acquainted with rules, regulations and the like.

  • Attendance of seminars externally.

Institutes offering seminars, approach EST S.A. with their lecturing schedule, fees and place the seminar will be attended. Whenever Management Team consider useful such seminar to be attended, arranges for the registration of few employees to attend the course. Needless to say that respective training is further spread to the rest of the employees by internal training.

Employees’ Empowerment

For EST the communication between its people is of paramount importance as it consists the basic element for the effective implementation of its policies and strategies. Employees’/Marines satisfaction, awareness and commitment to the company are essential ingredients for an excellent performance and for future development and expansion. Having realized the importance of all the above, EST has introduced the Employee/Marine Satisfaction Survey, a valuable tool in order to determine its personnel satisfaction and identify people’s needs and expectations on annual basis. In addition to the employees’/Marines’ opinion survey that takes place once per year and the results are being announced by the Management to all employees, EST has decided to seek further comments and suggestions on a non-stop basis.

For that reason a project called “IDEA” was developed during 2005, aiming at the encouragement of all employees within the office to submit their ideas regarding any aspect of their work. This way, the management team wanted to empower the personnel either in the office or on board vessels to participate actively in the development of innovations and contribute to the overall improvement of the company. Adopting such a system, EST has another alternative to receive comments from its people and understand their present and future needs and expectations. The leaders have the opportunity to communicate in a more effective way with all employees and a well designed way of communication from bottom to top is accomplished. From the other side, that of employees, they are given the opportunity to actively participate to the development of policy and strategy of the company.

Empowerment Empowerment Empowerment

Promotion & Retention

The company promotes its seafarers to a more demanding position giving them further responsibilities and authorities. Retention planning makes seafarers fell more comfortable after the end of their contracts. The Company encourages its Officers to obtain higher certificates of competency and thorough effective leadership and motivation, Masters and Chief Engineers must guide them towards this goal. To achieve this, they must be trained effectively for the next level which would help build their knowledge and self confidence.  This must include:

  • Familiarizing themselves with the duties and responsibilities of the person in the next rank up;
    • Delegating the functions of a higher rank for example, the Master delegating the Chief Officer to carry out the planning and execution of an anchoring evolution, picking-up or dropping – off Pilots, docking and undocking maneuvers, as well as knowledge of ship business;
  • Learning the documentation and reporting procedures of the next level etc.,

As far as the shore based personnel is concerned, the management solves problems in a fair manner, respects employees moral values by treating and behaving equally to all personnel and provides a healthy working environment, offering private insurance cover, blood donation account, meals during lunch breaks and coffee or soft drinks during working hours and honours employees’ efforts by rewarding ethically and economically.

Promotion