Client Experiences
What Malaysian business leaders say after working with Tideglass
These are accounts from companies we have worked with — owner-led firms and SMEs navigating structural change in Kuala Lumpur and across Malaysia.
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From the companies we have worked with
Ahmad Kamal
Managing Director, Shah Alam
We engaged Tideglass before rolling out a new ERP system across our 60-person operation. The readiness note they produced made us realise we had completely underestimated the anxiety in our operations team. We delayed the go-live by three weeks to have the conversations the note recommended. That was the right call. The rollout went far more smoothly than our earlier trial had.
April 2025 · Change Readiness Note
Siti Liana
HR Director, Petaling Jaya
The communication framework Tideglass built for our restructuring was the most practically useful piece of advisory I have received in ten years in HR. It was not a theoretical document — it was a calendar with actual message drafts, audience breakdowns, and a clear sequence for how we would communicate changes from leadership down to the floor teams. I have used parts of it as a template for subsequent changes.
March 2025 · Communication Framework
Tan Wei Hong
Founder, Subang Jaya
I was sceptical about paying for a readiness assessment when I felt I already knew what the issues were. What the Tideglass note showed me was that I knew one layer of the issues — the operational ones — but there were two or three layers underneath related to my management team's confidence and a communication gap between my senior people and the rest of the business. That was genuinely useful to see written down clearly.
April 2025 · Change Readiness Note
Priya Nair
Operations Lead, Kuala Lumpur
Three months into a six-month retainer, and the fortnightly calls have become one of the more valuable parts of my week. Having somewhere to think out loud about the programme with someone who is not a colleague, not a board member, and not a vendor is quite different from any other advisory I have had access to. The monthly notes are also something I share with my steering committee.
May 2025 · Programme Steward Retainer
Faizal Zainuddin
CEO, Seremban
The thing that stayed with me from the readiness note was a paragraph about the gap between what I assumed my operations manager already understood about the coming change and what he actually understood. That paragraph, on its own, saved us from a very difficult conversation three months later. The engagement paid for itself in the first week of implementation.
February 2025 · Change Readiness Note
Choong Hui Lin
Finance Director, Penang
We used Tideglass for a communication framework when we moved our finance function to a shared services model. The framework helped us sequence the messages across three levels of the organisation — which was something we had not done well in a previous restructuring. The templates were also genuinely usable without heavy editing, which I appreciated.
March 2025 · Communication Framework
Case Studies
Three detailed client journeys
Manufacturing company, 85 staff — ERP system change
Challenge
The company was mid-implementation of a new ERP system when staff resistance began slowing the project. The owner suspected the problem was technical, but could not identify where. The internal project lead was overwhelmed and not communicating clearly with either the vendor or the rest of the team.
What Tideglass Did
We conducted a readiness assessment mid-programme — an unusual entry point. The note identified that the resistance was not about the system itself but about a lack of clarity on which existing processes would change. We produced a short communication document addressing those specific questions and recommended two team briefing sessions.
Outcome
The briefing sessions reduced the rate of support tickets by approximately 40% in the following month. The project lead reported that the team's attitude toward the change shifted noticeably after understanding which processes would stay the same. The implementation completed two weeks behind schedule — compared to an earlier projection of eight weeks behind.
Duration: 3 weeks
Professional services firm, 30 staff — office relocation and team restructure
Challenge
A Kuala Lumpur firm was combining an office relocation with a restructure of its client servicing teams. The managing director wanted to handle both changes together to minimise disruption. The risk was that combining two significant changes would overwhelm the team's capacity to absorb them.
What Tideglass Did
The communication framework engagement produced two separate messaging tracks — one for the relocation and one for the restructure — with a calendar that sequenced them three weeks apart. The framework included specific language for conversations about role changes and templates for the location announcement to clients.
Outcome
The sequencing decision was described by the managing director as the single most useful recommendation in the engagement. Staff absorbed the relocation cleanly before the restructure was announced. No significant attrition in the three months following either change.
Duration: 3 weeks
Retail distribution business, 120 staff — six-month programme steward retainer
Challenge
The company's internal programme lead was managing a new warehouse management system and a change to its distribution partner simultaneously. He had no peers to discuss programme-level concerns with and was managing upward to a board that wanted regular updates without always understanding the complexity.
What Tideglass Did
Over six months, the programme lead had fortnightly calls with a Tideglass adviser. The monthly notes served as a clear programme summary that the board received alongside the internal updates. At several points, the advisory discussion identified sequencing risks before they became problems — including a critical dependency the programme lead had not communicated to the logistics team.
Outcome
Both changes completed within the planned timeline. The programme lead cited the retainer as directly responsible for helping him maintain clarity under pressure. The board noted that the monthly notes were significantly clearer than earlier verbal updates had been.
Duration: 6 months
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Practice Credentials
Trust indicators
14+
Years experience
80+
Engagements done
4.7
Avg client rating
MY
Malaysia-only focus
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