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.

3 KPIs for Measuring the Effectiveness of Your Event

Meetings and events are a huge investment for your company. Whether you organize product launch meetings, employee training sessions or seminars, you probably have to rent training room, book a caterer, send out invites and start posting about the event on social media. That’s a lot of work involving huge investments in terms of money, time and efforts. No wonder companies in Singapore want to make sure they get a high return on the investment. But how will you measure the effectiveness of your meetings. Here are some the key performance indicators (KPIs) to look at.

1. The amount of wasted time

Despite being hard-working, around 20% Singaporean professionals use up a major part of their event time unproductively. This wastage often happens due to unfamiliarity with technology, not knowing how to set up equipment or tools, not having a set agenda, and the not starting the event on time. So it’s important that you keep a track of how much time you’re actually using on your meetings and events.

2. Planned time versus spent time

You might have assigned a specific duration for each task, but it doesn’t mean anything until your staffers can meet that target. Compare your allocated time with the time you actually spent on individual segments to arrive at hard numbers. This will also be useful to alter your schedule accordingly in the future and to downsize certain segments and expand others that require more attention. Prevent unnecessary stalling or hang-ups by looking for classroom rental service that offers facilities like a good Wi-Fi connection, projectors, and easy access to washrooms and photocopying services.

3. Attendance

Start by taking a look at your invitee list. How many people are actually turning up? The difference between the number of invitees and attendees is a straightforward indicator of the effectiveness of your event. If the difference is disturbing, maybe you rented the wrong training room the last time, the trainer wasn’t up to the mark, or you need a complete overhaul in the way you plan and execute your events.

3 More Tips to Improve Employee Engagement

Hiring great talent is only the first step. In order to leverage your talent pool for the growth of your company, you need a clear vision and mission. If you fail to make your employees see the big picture of your company, they’ll feel disengaged at work. Your job as a manager or employer is to make every task meaningful to them. But how can you do that in practice to improve your employee engagement? Well, there are many ways – from booking training room rental to offering incentives for great work. Here are two more tips to make your employees more engaged at work.

1. Encourage them to participate in volunteer work

People feel happy and satisfied when they can help others. Your employees are no different. If you can inspire them to participate in volunteer work as a team, it’ll definitely help improve their level of work satisfaction. Think about what your company can do for the underprivileged in your community. When your employees take part in charitable programs, they find meaning to their work and are more likely to come to work more satisfied.

2. Ask for feedback

When you ask someone for feedback, it makes them feel that their opinion matters. What a great way to improve employee engagement, without having to spend a dime.

3. Mentor them

It’s one thing to perform well; it’s another to help others perform well. Your job as a manager or boss is not just to sell more, but mentor others in your team to learn how to sell more. That’s exactly where most managers fail. They might be great performers but way too bad mentors. If required, you can rent classroom and organize short training sessions for your employees. That way, you can win the trust of your employees and make them feel valued and growing at work.

Tips to Improve Employee Engagement

Only 15% of the global employees are engaged at work, says a recent survey by Gallup. Chances are that most of your employees aren’t happy or passionate about what they do. As an employer, what can you do to change this situation? Maybe you can rent training room and provide them training on new technology and tools. Or perhaps you should go back to the basics and help your employees see the larger picture/vision of your company. The solutions could be different for different companies. But here are two powerful ways to improve your employee engagement.

1. Provide them the necessary tools

Most employers don’t understand this, but their employees often spend a lot of time on repetitive tasks, such as, logging in and out of the system, signing in to various company accounts, responding to HR emails, and filling out tracking sheets. While those tasks are important, they kill a lot of your employees’ valuable time and often distract them from the main tasks, making it difficult for them to get more done on time. As an employer, you can give them the necessary tools to automate or simplify most of these tasks, so they can get more productive and engaged at work.

2. Give them personalized attention

One common reason for the lack of employee engagement at work is your inability to pay individual attention to each employee. If your organization is large with more than 200 employees, we understand that paying personalized attention could be difficult. But you can setup a system for that. For instance, divide your workforce into several groups and make the manager of each group responsible for interacting one-on-one with each member of their team.

That way, you’ll be in a better position to know the strengths and weaknesses of each employee and allocate them the right tasks accordingly. You can also book seminar room rental and organize training sessions to help them improve their skills.

4 More Tips to Keep Your Audience Engaged

Audience engagement is no easy feat. Even good speakers sometimes fail to impress their audience. It’s not always your fault though. Maybe the training room is not well-equipped with all the necessary facilities. So first things first, make sure you book the right training room rental or classroom rental for your training session.

Once the basic facilities are squared away, now the next important thing is the subject of your speech. The next crucial thing is your speaking style. A lot of things go into making a training program successful. Here are some more tips to keep your audience engaged.

1. Make it a two-way communication

Even though you’ll do most of the talking, don’t make it sound like a one way communication. Wherever possible ask questions and invite feedback. Try to make it an interactive session, so your audience can participate in the learning process and remain engaged.

2. Pause after every 10 minutes

Studies show that humans cannot listen to a speech effectively for more than 10 minutes at once. So it would be a good idea to pause after every 10 minutes. At each break, you can give some activities to your attendees. That way, you’ll help them refresh their mind and allows them to reflect on what they learned so far.

3. Be specific and concise

There’s no point stretching your discussion for hours when you can present the information much faster. Granted, you need to include stories and narratives in your speech to make it sound more interesting, but don’t stretch it unnecessarily.

4. Don’t simply read your slides

Slides are important for your presentation but don’t depend too much on them. Just because you’ve collected ample information doesn’t mean you’ve to share them all. Instead, focus on eliminating unimportant slides and talk freely without always having to look back and forth between slides and audience.