User Review( votes)
- Coaching culture
We believe that passion is the key to success. To maintain our passion, we strive to inspire others as well as ourselves to make gradual improvements day by day. We embrace the mantra of life-long learning, open collaboration, and utmost honesty.
1. Communication is king
Nothing is more detrimental than poor communication. And the quality of internal communication often says a lot about an organisation. With the increase in social media usage today, many businesses implement social intranet networks that feature social media “look-and-feel” functions, such as give a reaction, comment, tag people, follow, etc.
TRG designs our internal system, which displays all the contact information of our staff for easy lookup. Furthermore, we utilise Microsoft Teams to as the main communication platform where we can chat privately or in groups, schedule online meetings, share documents, make announcements, and more.
Our CEO, Mr Rick Yvanovich, arranges Employee Briefing sessions, a weekly catch up between management and every TRGer online, to provide a platform for anyone, from any department to ask questions, raise concerns, or share their thoughts and get immediate response from Rick.
We do maintain traditional communication between management and employee with our monthly newsletter, which we call “Evolution.”
2. Frequent feedback, instant response
Feedback, especially when given regularly, is essential to promote innovation and improvement. Feedback from managers in addition to acting as a guideline can also help to identify issues that are keeping the team from reaching a goal.
Cargill, a food producer and distributor, headquartered in Minneapolis, introduced the “Everyday Performance Management” system back in 2012 to encourage on-the-job conversations. As a result, they have seen considerable improvements from feedback that was more forward-looking instead of using information and metrics from the past.
You may have heard of OKRs, the objectives and key results goal-setting system. What you may not have known is this system before became widely used was initially originated from Intel and then introduced to be applied in Google by John Doerr.
With a simple formula for execution, the OKRs system is different from KPIs in which it makes the company’s objectives more understandable and helps to align the employees’ work and goals with the corporate vision.
III. Engage the workforce with a healthy working environment
Establishing and maintaining a pleasant physical and psychological working environment is one of the foundational elements in ensuring the employees are happy and productive at the office.
Your ideal working environment can substantially different from what your colleagues, acquaintances or others perceive. Some find comfort in a traditional, more formal setting, while some prefer the open office structure.
Obviously, an office overhaul might be too much to handle, but you can make improvements, starting with promoting a work-life balance, for example, to improve the psychological aspect. Or you can adopt the “sustainability” mantra into the office, turning your average workplace into a greener, more eco-friendly space. This is what TRG did, and as a result, we were awarded the “Green Office Diploma” by the WWF in 2012.
1. Opportunities to learn and grow professionally
Employee training is essential to maintain competitiveness, to help employees to adapt quickly to changing the environment.
Take a look at Yelp. They employ only two practices: (1) put people in stretch roles, and (2) promote internally. Sixty per cent of Yelp’s workforce is salespeople; many are inexperienced or has never worked in sales before.
Yelp focuses on the long-term development of their employees, and by promoting internally (a fact that is emphasised during the onboarding process), the business successfully harbours a culture of mentoring.
Many organisations and even employees neglect the training and developing phases due to many reasons, most popular being:
- People generally are busy;
- They don’t find the training courses relevant to their field of work;
- The training is not applicable in reality.
Considering all the possible scenarios, TRG employs the e-learning method in addition to on-the-job training and coaching. Every employee joining the company will be able to create an online learning account on Udemy and Hubspot Academy so they can learn about practically any skill during their free time. At our office, we also have bookshelves with books from experts in various industries for everyone to check out.
Hubspot is our Marketing e-learning portal
Three years ago, we proposed an individual development initiative for all TRGers. In short, it is a plan which each individual is requested to fill out at the end of the year, detailing specific skills and career goals that they expect to gain.
The completed plan will act as a foundation for managers to design a development plan catered specifically to each employee.
2. Digital transformation in the workplace
For businesses to stay afloat, thrive, and grow in today’s economy requires them to embrace digital transformation. Companies, regardless of size, are working to leverage technology to stay agile and to adapt to the rapidly changing market quickly.
While embracing and utilising technology is essential, transformation is not just about technology. Having a digital culture that is agile and inspiring is equally critical in helping to attract, retain, and engage top talents.
That is also what our teams at TRG are aiming to achieve; we want to build a digital workplace to improve our productivity and a digital culture that is inspiring. Our team members are encouraged to try out different IT solutions to see which one is the most efficient in eliminating redundant, manual processes.
We implement dedicated solutions for each department to support their daily operations, such as a CRM system for our Customer Service team, a Content Management System for our Marketing team, a Project Management Software for PMO division.
TRG uses Hubspot to manage our Content function
Task Management using Microsoft Teams
3. Acknowledge employee contributions
Praise and recognition are great ways to motivate your employees. Everyone wants to be respected and acknowledged for a job well done. Most of the time, the once a year performance review is not enough. Even a small congratulations to validate your team’s effort can go a long way.
Appreciation is the top factor for happiness in the workplace; rewards and recognition are viewed by many are the strongest driver of engagement.
TRG makes an effort in letting our team members know that their hard work is appreciated. We set up “kudos walls” throughout the office where anyone can write any comments, or kudos, onto a wall to complement an individual and a team.
We also organise Employee of the Month party each month, and subsequently, choose from the existing monthly winners the most outstanding individuals for the Employee of the Year and Rookie of the Year awards at our annual Year-End Party.
One of our Employee of Month celebrations
We believe this to be a catalyst to build a healthy competitive environment for all of us at TRG.
Does this sound like the type of environment that you have been looking for? Why not work for us? Our teams at TRG International are looking for talented individuals like you. Check out our currently available positions via the below link.