3 More Tips to Help New Employees Learn Your Company Culture

In order to help your employees embrace your company culture, you first need to think from their perspective. When someone joins a new company, they feel nervous, anxious and perturbed. Even simple things like finding the restroom may seem like a daunting task to them. At this stage, your new employees need your support and guidance.

One way to help them understand your company culture is through training. But before you rent training room or rent seminar room, make sure that you have taken the below steps to help your employees learn your organizational culture.

1. Ask them to shadow a senior employee

In the first few days of work, your employees want to learn by shadowing others. That’s the fastest way to get them acquainted with the surroundings and make them feel comfortable. At this stage, you can assign them a senior employee who they can shadow at least a few hours every day. That way, your new employees will be able to see and understand how the process works in your organization. Shadowing someone is by far one of the most effective ways to start learning anything.

2. Encourage them to ask questions

You can lecture your new hires about your company culture, but the true learning happens when they start interacting with you. So encourage them to ask questions and make sure that you respond to each of their queries. One good idea would be schedule a daily meeting with your new employees at a fixed time. That way they can ask questions at a stipulated time, rather than wondering when to ask.

3. Reward them

One way to encourage your employees to adopt your company culture is by offering incentives and rewards for taking part in activities that promote your organizational culture. Offering rewards to your employees help you in two ways. First of all, it allows your employees to know exactly how to implement the company values. Secondly, it encourages them to inspire others to do the same.

How to Help New Employees Learn Your Company Culture

You can attract new talents with an enticing salary package; but you cannot retain them for long, if they don’t fit into your company culture. But the onus of adopting your company culture isn’t only on your employees. You, as an employer, can take some steps to make the job easier for them.

For instance, you can book training room rental or classroom rental and organize training sessions to pass on your company culture to your new hires. There are many other ways to help your employees learn and adopt your company culture. Here are some tips.

1. Lead by example

It’s one thing to preach high values; it’s another to practice what you preach. No matter what you say, your employees are more interested in knowing what you do. For instance, if you ask them to participate in volunteering, but never take part in any kind of volunteering work yourself, you are giving a wrong message to your employees. As a brand evangelist, your job is to lead people by example.

2. Let them settle in

One common mistake companies make is they try to introduce new hires with the company culture right from the first day of work through lectures and training sessions. Instead, give your new employees some time to settle in and feel comfortable with the new environment before you start preaching.

3. Create training materials

Not all the training should happen face-to-face. Sometimes, all you need is to give them well-written training materials. They can read and learn by themselves. When your employees are new, they want to know more about your company culture from difference sources. One of the most effective tools for passing on your company culture could be written materials. But make sure the content is well written in a tone or voice that best suits your company culture.   

3 More Tips on Training Your Employees to Deal with Toxic People

You cannot leave out toxic people completely from your organization as they are very difficult to spot. Often, a toxic person would be (seemingly) nice to some people, but deceitful to others. It’s very rare that someone would be identified as a toxic soul by every other member of an organization. But that doesn’t mean toxicity at work doesn’t exist. Make no mistake, toxic people are right there working with you or your team every day, but you cannot spot their existence so easily.

While it’s a great idea to rent training room or book seminar room rental for training your employees on how to deal with toxic people, you should know the right techniques before you can train others. We already shared some tips in the previous article. Here are some more tips.

1. Give it back

If a toxic person continuously heckles you at work, it is time to give it back to them. Set clear boundaries for what’s acceptable for you and what’s not. Then don’t allow anybody to cross that limit. Being nice to people doesn’t mean you’ve to take it sitting down from them until it’s too late. You should rather speak up for yourself. File a complaint, talk directly to them or whatever.

2. But don’t overdo it

When complaining about a toxic colleague or taking legal action against them, however, you shouldn’t be too harsh. Remember, you don’t have anything personal against them. You just want them to behave right.

3. Look for positive influence

When you are surrounded by negative people, you can easily and unknowingly be like them. Don’t fall into the trap. One way to prevent the influence of negative people is to mingle with positive thinking people in your organization. Look for colleagues, managers or customers that motivate you to do great work. Spend more time with them.

How to Train Your Employees to Deal with Toxic People

From the nitpicking type to the jealous type – your employees will probably encounter many different types of toxic people at work – like you did in your professional career. Toxicity isn’t exclusive to one organization. Almost every company has those conniving, mean-minded, jealous, or insecure people trying to pull their colleagues down in an attempt to climb up the corporate ladder.

Probably, the best way to prepare your employees to deal with toxicity at work is through training sessions. But before you rent classroom or book training room rental for the job, here are some ideas on how to go about handling toxic people at work.

1. Stop reacting

You have no control over how someone else would behave with you. But you have full control over how you want to react to their behavior. Toxic people are always looking for vulnerable targets. Don’t be one! Instead, show them that their toxicity doesn’t affect you, even if that’s not 100% true. That way, you can stop give them your power. Once you stop reacting to them, they’ll probably leave you out from their go-to list.

2. Keep distance

If a toxic person sits beside you at your office, it might be difficult to keep distance with them. But otherwise, you should try to stay away from that person as much as possible. The more hard-to-reach you are, the better it is for you. Even if the person sits next to you, it is possible to tune them out with a little innovative thinking. For instance, you can wear a headphone or request your manager to change your seat.

3. Take time

If you were to meet and spend time with a toxic person at work, you should give yourself enough time to prepare for it. Simply meeting with them without a game plan could be catastrophic. Take the time you need to mentally prepare yourself how you’d like to react to different situations.

How to Set Professional Development Goals for Your Employees

Most companies have some metrics to measure the performance of their employees, but very few would set professional development goals for them. That’s exactly why employees often lose interest in their job. They often feel like they are not growing as a professional. When their learning stops, employees don’t like their job any more. If you are serious about the growth of your business, you need to find a way to help your employees grow. That might mean training your employees on an ongoing basis. But before you rent training room or rent seminar room to train your employees, you must set professional development goals for them. Here are some tips on how to do that.

Help your employees communicate better

Good communication is critical to the success of any relationship. Professional relations are no exception. And communication is a skill that can be improved through training and practice. You should help your employees learn how to communicate with their clients, customers, managers and peers. Friendly, affable, concise communication channels to and from your employees is the foundation on which goals are set and achieved.

Look at the big picture

It is easy to get lost in your day-to-day operations and daily targets. For instance, when setting goals for your sales team, you may focus solely on how many calls a salesperson should do every day. That’s the recipe for disaster. If you want set professional development goals for your employees, look at the big picture. Consider the mission and vision of your company. The learning goals for your employees should align with your company objectives.

Set measurable goals

What gets measured gets managed. This famous quote by management guru Peter Drucker holds true even today. If you set vague goals for your employees, chances are that you’ll never get concrete results. For instance, rather than saying, “Our goal is to improve communication,” you should say, “We want our employees to respond to 5 irate customer emails every month.”

3 More Tips to Turn Your Managers into Leaders

If your company is constantly finding natural-born leaders, maybe you are not tapping into the potential of your employees and managers. Some of your employees or managers may have the leadership potential you are looking for.

All they need is a little training and guidance. However, just booking training room rentals or classroom rentals for a leadership training program may not be the solution. Building leadership skills in your managers takes time and effort. Here are some more tips on how to turn your managers into leaders.

1. Leverage one-on-one training technique

The one-to-one training approach is arguably the most effective way to mentor someone. Look within your organization to spot managers who have the potential to become good leaders. Once you have identified the potential candidates, now you should put them into a personalized training program. The mentor should invest enough time to understand the strengths and weaknesses of a candidate and and take out the best in him, while quelling his doubts and apprehensions.

2. Find mentors from within your company

The effectiveness of your leadership training sessions would increase manifold if you can find a mentor from within your organization. Such a person would know the depths of the organization and would align his lessons with the mission and vision of your company.

3. Use technology

In this day and age of technological advances, there’s a tool to solve almost every potential problem. Leadership training is no exception. The classroom setting, the ambience must cater to the technological needs of the candidates and should be lacking in nothing. Not only will it create a favorable impression upon the newly hired employees and managers but also make tasks much easier for them. For instance you can create an Individual Development Plan (IDP) for every aspiring leader. This method charts a candidate-specific module. Through this, each candidate can track his growth, success and areas of improvement.

A successful Training seminar event

How to Turn Your Managers into Leaders

‘Management is doing things right; Leadership is doing the right things.’ – Peter Drucker
The line between managers and leaders is very thin. Yet turning your managers into leaders is no easy feat. Good leaders do more than just managing tasks. They take ownership and inspire others to work toward a common goal.

But here’s the good news! It is possible to turn your managers into leaders through training. If you are planning to train your managers into leaders, the first step is to identify the traits that make a good leader different from the average manager. So before you rent training room or rent classroom for training your managers, read here a few tips on how to provide leadership training to your managers.

1. Help them improve their communication skills

Communication forms the basis of all human activity and endeavor. Make sure your training program focuses on improving the communication skills of your managers. The instructor or mentor must engage them with questions and resolve any queries arising therefrom. They may also engage your managers in group learning as this will help improve their inter-personal communication.

2. Choose the right mentor

Training your managers is different than training your employees. Unlike your new hires, your managers would probably be reluctant to learn from anyone. So choosing the right mentors is crucial. Look for industry experts or highly experienced mentors. Also, make sure the mentor is easily approachable and has a friendly attitude. Informal communication should be spread across formal spaces. This will not only create a wholesome environment but make the sessions interesting.

3. Give feedback

Teaching and instruction, if done at optimum, can only be gauged through feedback.
Feedback not only inspires the learners but also points to the direction where they may tread for better results. Feedback must have empathy, consideration and kindness.

Finally, create a lively, learning environment. You may want to use social games and other group driven fun-filled activities to make learning more fun and enjoyable.

3 More Tips to Overcome the Language Barrier in Meetings

After familiarizing yourself with the language of your attendees and having done the necessary preparation, focus on what needs to be done inside your training room rental. Being proactive and providing information through different channels, responding to queries and cooperating are crucial to addressing the language barrier in meetings. Here are three more tips on how to do it.

1. Avoid using idioms or jargon

If you are a foreigner participating in a meeting in Singapore, it is advisable to avoid using idioms and slangs. Local attendees may not understand the meaning of those phrases that are native to your own culture. For instance, it’s common to use baseball terms in business communication in the U.S. However, if you use those terms in Singapore, it might lead to confusion and misinterpretation. Also avoid using jargon, and be as precise as possible. If you’re using abbreviations, explain what they mean in parentheses on the whiteboard/projector screen.

2. Repeat and confirm

Remember that you have a potential language barrier with your audience, so repetition is the key to ensure everyone is on the same page. Spell out a concept clearly, say the key terms out aloud, and have them flashed on the screen— to make sure your attendees don’t miss out on anything.

Also, it’s easy to assume the listeners understood everything you said. As an exercise, ask individual members to demonstrate what they grasped. Another good idea would be to print your key pointers and handout copies of the key notes to your audience. When you rent classroom or meeting room, make sure they provide a photocopier at the venue.

3. Have patience

Overcoming language problems in meetings doesn’t involve hacks or quick-fixes — it’s a continuous process that takes both partners to work together. Using long-terms tools like e-mail communication, marketing campaigns, newsletters and exercises, quizzes/surveys and discussions during meetings helps to gradually chip away the language barrier.

3 Tips to Overcome the Language Barrier in Meetings

Singapore, the top convention city in Asia for the past 10 years, is brimming with a vibrant MICE (meetings, incentives, conferencing, exhibitions) ecosystem. The reasons could be its advanced infrastructure and cosmopolitan business environment. However, to be able to make the most of your corporate event here, getting past the language barrier is crucial. Here are 3 tips to get you started.

1. Know the audience and their culture

As you rent training room and prepare for your presentations, also conduct a thorough research about the local culture and what language your attendees speak. This might include;
a) Gathering information about the level of your attendees’ proficiency in your language by sifting through mails and your pre-event correspondence with them.
b) Acquainting yourself with the local creole, Singlish, in order to ensure smooth interaction and establish a more direct, friendly flow of communication. This also helps future endeavors like marketing campaigns
c) Noting if the attendees pronounce their names or greet a specific way and altering your verbal and non-verbal behavior accordingly.

2. Communicate visually

One of the best ways to get language problems out of the way is to use flowcharts, slideshows, videos, and cue cards in a meeting. Have your marketing team come up with effective graphics and interactive videos for same. This is the reason it is so important to enquire your seminar room rental company about supplementary facilities like free Wi-Fi, whiteboards, a good supply of marker pens, projectors and screens.

3. Invest in language training

Even though English is one of the official languages, Chinese is spoken by the majority, as are Malay and Tamil. Having your employees undergo formal training is an investment that pays in the long run. This also helps show your business partners that you are serious about building a relationship with them. Another good idea is to hire local trainers proficient in your audience’s language.

3 More KPIs for Measuring the Effectiveness of Your Event

When organizing a corporate event, your expenses can quickly add up. You need to hire food catering, book training room rental, rent seminar room, and book flights and hotels for your guests. Investing time and money, however, doesn’t guarantee the success of your event.

Thankfully, there are ways to measure the effectiveness of your corporate event. The first step is to identify your key performance indicators (KPIs). For instance, you may want to track your productive time and attendee engagement at a corporate event. That’s a great start but there are several other KPIs to measure. Some of these metrics will lend you solid, data-based insights into determining the success or failure of your meeting. Here are 3 more KPIs for measuring the effectiveness of an event.

1. Social media engagement

This is one KPI that you need to begin monitoring in advance. It helps determine the social media impact and buzz of your event. You need to closely monitor

• If people are sharing the registration link of your event and other posts
• Check-ins during the event, feedback on social media platforms like Twitter and LinkedIn, and pictures on photo-sharing sites like Instagram
• Hash tags of the event being used, and conversations — using a social analytics tool
Offer incentives (coupon codes, giveaways or other rewards) for the attendees and for those who posted about the event online. Renting a quality training venue with good facilities also goes a long way in gaining traction on social media.

2. Active participation

The point is not to gain more attendees for your event somehow, but to track participation. Are the participants speaking up? Are they asking questions and engaging in productive, respectful conversation? If not, you might want to replace your trainer or host with someone experienced and find out what names are contributing and participating actively. At the end of the day, it’s not quantity but quality that matters. That way you don’t need to spend extra when it comes to classroom rental.

3. Post-event surveys

Ask if they are inclined to attend the next event or if they are more likely to buy and recommend your products or services. Provide a description box for participants so that they can explain the reason for their response. It is a good idea to ask for areas for improvement, instead of what they felt went wrong.