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Temporary Warehouse Buildings




Temporary structures have become quite common nowadays. Most businesses and homeowners are choosing temporary buildings over traditional brick-and-mortar. The reason behind this is because of the plenty benefits that temporary structures offer over other types of buildings.

If you’re planning to set up a temporary warehouse building, then this article is for you. In this guide, we will highlight some of the benefits of temporary structures. We will also include some factors that you should consider when setting up temporary structures.

Quick and Easy to Setup

Temporary warehouse buildings are built using prefabricated materials. As such, the time used to set up the structure is quite short compared to what you will need when building a brick house. You will also spend less on labor costs.

Temporary buildings can be set up on any type of surface. Unlike brick houses, you may not need to build a concrete floor for your temporary structure. Looking at the construction expenses, setting up a temporary warehouse is cheaper.

Temporary Structures Are Versatile

Temporary buildings can be used for various purposes such as indoor stadiums, warehouses, residential structures, or even as greenhouses. Besides that, the structures can be customized depending on your architectural designs.

For example, if you’re planning to set up an indoor stadium, you can build it using industrial tents. You can opt to rent the tents if you’re going to use the structure for only a few days. Be sure to check out more temporary warehouse designs on Smart-Space.

Energy Saving Features

Most temporary buildings are fitted with energy-saving features. The buildings are fitted with huge windows and clear roofing to let in natural light during the day. The windows and doors also fit well to prevent heat loss during cold months. This way, your heating system will not overwork when warming the building.

Steel buildings also have insulation materials added to the walls. This extra padding ensures that the building stays warm. Temporary steel structures can be used as residential homes, classrooms, or even as offices. However, temporary steel structures can be more expensive.

Plenty of Space

Temporary warehouse buildings can be 12 meters tall in height. There is also no limit to the floor space, meaning that the building can be as big as you want it to be. Temporary buildings do not have support beams running through the middle. This means that you get plenty of open area.

The wide clearance ensures that you get plenty of storage space. If you’re using the building as a warehouse, trucks can also easily move in and out of the building.


If you’re looking to set up a semi-permanent structure that you can easily move around when needed, then you should consider temporary buildings. Temporary warehouse buildings are built using steel beams bolted onto each other to form a frame. The structures can easily be pulled down and transferred to a new location when needed.

Compared to permanent structures, all the materials used to set up temporary structures can be reused.

Bottom Line

Setting up temporary structures can take an average of four weeks. However, this time can change, especially if you need to get planning permission. The rules on whether you need a planning permission or not may vary depending on a couple of factors. First is how long you will use the building, and second is how tall the building will be.

Whenever you want to set up a temporary warehouse building, you need to consider what you need to use it for. This way, you can set your budget and have any customizations added as required.

The idea of Bigtime Daily landed this engineer cum journalist from a multi-national company to the digital avenue. Matthew brought life to this idea and rendered all that was necessary to create an interactive and attractive platform for the readers. Apart from managing the platform, he also contributes his expertise in business niche.

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The Ultimate Guide to the Essential Social Skills in Business




Effective communication and strong relationships are essential for success in the workplace. One factor that can greatly influence these qualities is emotional intelligence, often abbreviated as EQ. EQ refers to the ability to identify, understand, and manage one’s own emotions, as well as the emotions of others. Research has shown that individuals with high levels of EQ are better equipped to handle stress, communicate effectively, and work collaboratively with others (Chamorro-Premuzic & Sanger, 2016).

Research has consistently shown that emotional intelligence (EQ) is an important predictor of job performance and success in the workplace. EQ is comprised of a set of skills that allow individuals to recognize, understand, and regulate their own emotions, as well as the emotions of others. In addition, individuals with high EQ are better able to communicate effectively, build relationships, and navigate complex social situations. As a result, they are often viewed as effective leaders and collaborators, and are more likely to achieve their personal and professional goals.

In fact, a number of studies have demonstrated the significant impact that EQ has on job performance and success. For example, one study of 85 upper-level managers found that those with higher EQ scores were rated as more effective leaders by their subordinates (Law, Wong, & Song, 2004). Another study of 151 employees found that those with higher EQ were more likely to be promoted within their organization over a five-year period (Carmeli, Brueller, & Dutton, 2009). These findings highlight the importance of EQ in the workplace and suggest that developing these skills can lead to significant benefits for both individuals and organizations.

According to a study conducted by TalentSmart, a leading provider of EQ assessments, EQ is responsible for 58% of success in all job types (Bradberry & Greaves, 2009). In contrast, IQ only accounts for about 4% of success in the workplace. This suggests that EQ is a crucial skill set for individuals in any professional field. Fortunately, EQ is a skill that can be developed and honed over time with practice and awareness.

There are several key components of EQ that are particularly important for success in the workplace. These include: 

Self-Regulation: This refers to your capacity to recognize and control your emotions. Sometimes treating them when they arise may be necessary. Understanding how to manage your anger is essential. However, it can also cover how to control the feelings you’ll experience.

Self-Awareness: This implies recognizing and understanding your own feelings. Do noisy places make you nervous? Do other people talking over you make you angry? Knowing these truths about yourself shows that you are working on your self-awareness. Being conscious of yourself is necessary for this phase, which can be more complex than it sounds.

Socialization: This category focuses on your capacity to manage social interactions and direct relationships. It doesn’t entail dominating others but knowing how to work with others to achieve your goals. This could entail presenting your ideas to coworkers, leading a team, or resolving a personal disagreement.

Motivation: Strong motivators include external forces like money, status, or suffering. Internal motivation, however, plays a significant role in Goleman’s concept. By doing so, you demonstrate your ability to control your cause and initiate or continue initiatives of your own volition rather than in response to external demands.

Empathy: It’s equally critical to be sensitive to others’ feelings. This may entail learning to identify different emotional states in individuals — for example, can you tell the difference between someone at ease and someone anxious? — but it also requires comprehension of how other people may react to their current situation. Empathy is one of the essential traits in business and business leadership.

A thought leader in this space, Michael Ventura has built a career advising organizations on the importance of emotional intelligence in the workplace. In his book, Applied Empathy, Ventura highlights the value of empathy in business and provides strategies for developing and applying this skill set. With two decades of experience as a leader, facilitator, and educator, Ventura’s work has made impact in with prestigious institutions such as Princeton University and the United Nations as well as corporate clients such as Google and Nike.

Through his work, Ventura advises leaders to focus on the development of EQ in order to help individuals improve their communication, collaboration, and leadership skills, ultimately leading to greater success in the workplace. Experts like Ventura continue to support the growing body of research on the value of EQ in business, and the evidence that organizations who invest in the EQ of their teams help to create a more empathetic and successful professional environment.

And it’s worth noting that EQ isn’t just important for individual success in the workplace, but also for overall organizational success. A study by the Center for Creative Leadership found that EQ was a better predictor of success than IQ or technical skills in the workplace, and that teams with higher levels of EQ tend to be more effective and productive (Boyatzis, Goleman, & Rhee, 1999). By cultivating a culture of empathy and emotional intelligence, organizations can improve their overall performance and create a more positive work environment for their employees.

In conclusion, emotional intelligence is a crucial component of success in the workplace, and individuals and organizations alike should prioritize the development of these skills. The ones that do not only develop a leading edge in their category, but also become a meaningful place to work for their teams. And in today’s rapidly changing talent landscape, the retention of highly capable, emotionally intelligent leaders is one of the greatest keys to unlocking success.


Boyatzis, R. E., Goleman, D., & Rhee, K. S. (1999). Clustering competence in emotional intelligence: Insights from the emotional competence inventory (ECI). In R. Bar-On & J. D. A. Parker (Eds.), Handbook of emotional intelligence (pp. 343-362). Jossey-Bass.

Bradberry, T., & Greaves, J. (2009). Emotional intelligence 2.0. TalentSmart.

Chamorro-Premuzic, T., & Sanger, M. N. (2016). Does employee happiness matter? Journal of Organizational Effectiveness: People and Performance, 3(2), 168-191.

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