Client Experiences
What people who have worked with us actually say.
Unedited accounts from organisations across Malaysia who went through one of our three advisory engagements.
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Organisations Supported
4.7/5
Average Satisfaction
94%
Rate Work Useful
11
Years in Practice
Client Reviews
From the people we have worked alongside.
Hafizah Azman
Head of Operations · Shah Alam
"We engaged Orenda Works for the People Practices Review when our team had grown from eight to twenty-two people in under a year. The suggestions note they produced was specific and honest — not a list of things we already knew. Three months on, our onboarding has a consistent shape to it, which was the one thing we most needed. The working session itself was better structured than I expected."
May 2025 · People Practices Review
Chan Kim Wah
Managing Director · Petaling Jaya
"We ran the Team Operations Engagement over about four weeks. The template set they produced — particularly the check-in and onboarding documents — replaced a collection of WhatsApp messages and half-formed spreadsheets that had served us reasonably well but were getting unreliable. The handover was clean and our HR manager picked it all up without needing further help from Orenda. Good value for what it is."
April 2025 · Team Operations Engagement
Nadia Razak
People Manager · Kuala Lumpur
"We brought Orenda Works in for the Workplace Culture Programme after a difficult period with staff turnover. The workshops were well-run and the norms guide they produced has genuinely changed how we talk about what we expect of one another. I would have liked one more follow-up session after handover, but the three-month check-in partly filled that gap. Useful overall."
March 2025 · Workplace Culture Programme
Amir Mahathir Salleh
Founder · Subang Jaya
"The People Practices Review was exactly the right starting point for us. We are a 15-person company and did not need a full HR overhaul — we just needed someone to look at what we were doing and tell us which two or three things to fix first. Orenda did exactly that. The suggestions note was concise and the recommendations were prioritised in a way that made sense for a small team with limited bandwidth."
May 2025 · People Practices Review
Suriani Kamaruzzaman
COO · Bangsar South
"We had been hesitant about advisory engagements because of past experiences with firms that seemed more interested in the follow-on work than in actually delivering. Orenda Works was refreshingly direct about what they were there to do and what they were not. The Team Operations Engagement produced templates we are still using six months later. They were clear throughout about not doing employment law work, which we appreciated."
April 2025 · Team Operations Engagement
Lee Jun Xian
HR Director · Damansara
"We engaged Orenda for the Workplace Culture Programme after a merger that left us with two quite different cultural inheritances under one roof. The eight-week process was thorough without being intrusive. The norms guide they produced became the basis for our leadership team's conversations about how we wanted to operate going forward. Ruzaini in particular was a skilled facilitator — he managed a few tense moments in the workshops calmly."
March 2025 · Workplace Culture Programme
Case Studies
A closer look at three engagements.
Case Study 01 · Team Operations Engagement
A logistics technology company formalising its people routines.
The Challenge
The company had grown from 12 to 45 staff over 18 months. Every manager onboarded new hires differently. There was no consistent check-in rhythm. Internal information was shared informally and often missed people.
The Work
We ran a four-week Team Operations Engagement, mapping the existing (informal) processes and building a template set covering onboarding, monthly check-ins, and internal communications. The handover included a guide for the operations lead to maintain the templates going forward.
What Changed
Within two months, onboarding was consistent across all departments. The check-in template was adopted by 80% of managers without prompting. The operations lead reported fewer "what am I supposed to be doing?" questions from new hires in their first fortnight.
"The templates were built around how we actually work, not how a textbook says we should work. That made all the difference in whether people actually used them." — Operations Lead
Case Study 02 · Workplace Culture Programme
A professional services firm managing culture after a merger.
The Challenge
Two boutique firms had merged, bringing together 60 staff with different communication styles, different expectations of feedback, and different assumptions about formality and authority. Friction was visible but unaddressed.
The Work
We ran a seven-week Culture Programme with four facilitated workshops involving the senior team from both original firms. Output included a shared workplace norms guide and a light feedback toolkit. Sessions required careful facilitation given the sensitivities involved.
What Changed
Leadership adopted the norms guide as a reference for internal communications. Voluntary feedback participation rose from near-zero to 65% within three months. The HR director noted that the language for giving and receiving feedback had visibly shifted.
"We had tried to sort this ourselves and kept talking past each other. Having someone outside facilitate those workshops made things possible that we had not managed internally." — HR Director
Case Study 03 · People Practices Review
A design agency preparing for its next stage of growth.
The Challenge
An 18-person design agency was about to hire six more people and knew their existing people habits would not scale. They wanted a quick assessment before, not after, the hiring round to understand what needed to be sorted first.
The Work
We ran a single focused People Practices Review. The working session involved the founding director and two senior designers. The suggestions note identified three specific areas — new hire orientation, recognition, and project handover communication — as priorities.
What Changed
The agency addressed two of the three priority areas before the hiring round. In the 90-day check-in they told us new hires were settling in faster than in previous rounds. They subsequently engaged us for the Team Operations Engagement six months later.
"RM 590 for a morning working session and a note that told us exactly what to fix first. For where we were, that was exactly the right size engagement." — Founding Director
Ready to talk about your organisation?
Phone
+60 3-7956 2840Office
Menara Symphony,
Petaling Jaya, Selangor
Office Hours
Mon–Fri 9am–6pm
Sat 10am–1pm
Credentials
Professional affiliations and recognitions.
HR Asia Recommended Advisory 2024
Recognised for practical, mid-market people operations advisory in the Malaysian context.
Malaysian Business Advisory Network
Active member since 2018, engaging with the broader advisory community across the peninsula.
SHRM Affiliate Member
Our advisors maintain ongoing professional development through SHRM affiliation.
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