In today’s highly competitive manufacturing environment, having machines, technology, and manpower is no longer enough. What truly differentiates high-performing manufacturing companies from average ones is a strong Performance Management System that aligns people, processes, and business strategy.
This is exactly the challenge faced by many manufacturers in Malaysia — including those in Kuala Lumpur — where rising costs, workforce retention issues, productivity gaps, and inconsistent performance often limit growth.
One manufacturing company that took proactive steps to address these challenges is Mensteel, a well-established manufacturing company based in Kuala Lumpur. By implementing the sandmerit KPI 123 approach, Mensteel has taken a significant step forward in building a more structured, transparent, and people-centric performance culture.
This article shares the real experience of Ms. Karmi, HR Executive at Mensteel, who recently provided a video testimonial after participating in a sandmerit KPI workshop conducted by Wilson Ten, founder of sandmerit and widely known as the KPI King in Malaysia.
About Mensteel: A Manufacturing Company Focused on Sustainable Growth
Mensteel is a respected name in the manufacturing industry, with a strong presence in Malaysia and the region. Operating in a highly technical and operationally demanding environment, Mensteel understands that long-term success depends not only on equipment and engineering excellence, but also on people performance, discipline, and productivity.
You can learn more about Mensteel here:
👉 https://www.mensteel.sg/
Like many manufacturing organizations, Mensteel recognized that traditional appraisal systems and fragmented KPIs were no longer sufficient to drive consistent results. The company needed a structured Performance Management System that could align every level of the organization — from management to operational staff — toward clear, measurable goals.
An Engaging KPI Workshop That Changed Perspectives
According to Ms. Karmi, one of the most impactful aspects of the sandmerit experience was the interactive and engaging workshop conducted by Wilson.
Rather than delivering a theoretical lecture, the workshop focused on real business challenges, practical KPI design, and hands-on discussions that made performance management relevant and meaningful to the participants.
She shared that the session was:
- Highly engaging and interesting
- Easy to understand, even for team members without a technical HR background
- Focused on practical application rather than theory
This approach helped spark curiosity and motivation among participants, increasing the team’s desire to learn more about KPI and performance management in a structured and sustainable way.
Sharp Focus on KPI Structure and Execution
One key takeaway highlighted by Ms. Karmi was how the workshop helped her team gain clarity on how KPIs should be structured properly.
Many companies make the mistake of having KPIs that are:
- Too vague
- Too many
- Not aligned with business objectives
- Not linked to rewards
Through the sandmerit KPI 123 framework, Mensteel’s team learned how to:
- Define KPIs that are clear, measurable, and actionable
- Align individual KPIs with department and company goals
- Focus on KPIs that truly drive Productivity and business outcomes
This sharp focus transformed KPI from a “reporting tool” into a daily management and execution system.
Aligning Individual Targets with Company Goals
A powerful insight shared by Ms. Karmi was how the sandmerit Performance Management System creates alignment between individual targets and company objectives.
In the sandmerit system:
- Every employee has clear, specific performance targets
- Each KPI is linked to what the company wants to achieve
- Employees understand how their daily work contributes to company success
This alignment eliminates confusion, reduces internal friction, and improves execution speed — especially critical in manufacturing environments where delays, rework, and inefficiencies can be costly.
Mutual Benefits: When the Company Wins, Everyone Wins
One of the most distinctive elements of sandmerit is its fair and transparent reward philosophy.
Ms. Karmi emphasized that the system is designed so that:
- When the company achieves its targets, employees benefit as well
- Rewards are tied to real results, not subjective opinions
- Employees clearly understand how their performance impacts their income and recognition
This creates a win-win structure, where employees are motivated to improve performance because they can directly see and feel the benefits.
Such transparency is a key reason why sandmerit is widely accepted not only by CEOs, but also by managers and employees.
Improving Staff Retention Through Appreciation and Clarity
Employee retention is a major concern in the manufacturing industry, especially in Kuala Lumpur where talent competition is intense.
Ms. Karmi shared that when employees:
- Achieve their KPIs
- See fair recognition and rewards
- Feel appreciated for their contributions
They develop a stronger sense of belonging and loyalty toward the company.
This emotional connection significantly increases long-term commitment, reduces turnover, and helps build a stable and high-performing workforce — something every manufacturing company strives for.
More Than 600 Testimonial Videos: Acceptance Across All Levels
What makes sandmerit truly unique is the scale of real-world validation.
To date, sandmerit has received more than 600 testimonial videos, not only from CEOs, but also from:
- Managers
- HR professionals
- Supervisors
- Operational staff
This is rare in the Performance Management System industry.
It demonstrates that the sandmerit KPI 123 approach is widely accepted across all levels, because it is:
- Practical
- Fair
- Data-driven
- Easy to understand
- Focused on real results, not paperwork
Mensteel’s testimonial is another strong example of how sandmerit delivers consistent value in manufacturing environments.
The Vision Behind sandmerit: Happiness and Peace of Mind
During the workshop, Wilson shared the core vision behind sandmerit:
- Help employees achieve happiness through clear goals and fair rewards
- Give bosses peace of mind through a structured, transparent system
This philosophy resonated strongly with Ms. Karmi and her team, because it addresses both human and business needs.
Instead of creating stress and conflict, a well-designed KPI system should:
- Reduce misunderstandings
- Improve communication
- Build trust between management and staff
That is exactly what sandmerit aims to achieve.
About Wilson Ten: The KPI King Behind sandmerit
The success of sandmerit is closely tied to the experience and credibility of its founder, Wilson Ten.
Wilson has over 21 years of hands-on experience in KPI and performance management, working with:
- Manufacturing companies
- SMEs
- Multinational corporations
- Public-listed companies
He is known in the business community as the KPI King, and is also the Chairman of the Professional Committee of International KPI Standards, contributing to the development of global KPI best practices.
Unlike many consultants who focus on theory, Wilson is deeply involved in real implementation, helping companies design, execute, and systemize KPI successfully.
Watch the Full Mensteel Testimonial Video
To hear the experience directly from Mensteel, watch the full testimonial video by Ms. Karmi here:
🎥 https://www.youtube.com/watch?v=5rSUI9kWlsA
Conclusion: A Performance Management System That Works in the Real World
Mensteel’s experience shows that a well-designed Performance Management System is not just about tracking numbers — it is about aligning people, driving Productivity, and creating a culture where everyone knows what success looks like.
With the sandmerit KPI 123 approach, manufacturing companies in Kuala Lumpur and beyond can:
- Improve execution
- Increase employee engagement
- Retain talents
- Drive sustainable business growth
This is why sandmerit continues to be trusted by companies across industries — and why testimonials continue to come from every level of the organization.
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