Coopers Court

“infrastructure and the facilities”

“The furniture is pretty new, and it also comes with extra perks like a TV and things like that.”

“I’d really like to see 24/7 security on site, and I think the rent should be lowered. To me, the rent feels way too high compared to what you actually get.”

“I’d like to ask about whether the reception office is available for 24 hours.”

“Be the one who sets the tone and speaks up for your own views. If something comes up and you need to handle a problem, your subordinates will always look to your boss for cues. If you fail to make your stance clear and back it up with your actions in time, they may start to believe your boss is not capable. And if you want to get along with your team, you have to drop your “big air” first. Don’t act superior. Use the right words and follow through with the right deeds. Also, don’t just call people out without addressing what they really need to improve. Criticize in a way that doesn’t feel like you are tearing them down. There are often many people watching in a workplace. Even if a subordinate makes a mistake, if you scold them in front of everyone, you can seriously damage their confidence. They might feel like you no longer trust them, and that will create strong pushback. Remember this: praise should be given publicly when there are lots of people. Criticism should be handled privately. And whenever possible, avoid calling someone out by name and surname. It’s better to talk more for longer, not just rush through a quick exchange. It’s also better to check in a few times than to have one long, intense conversation. Keep communication at a reasonable length. If you talk too much, you will lose the room. If you reach out to your subordinates often, but in short, manageable moments, they will be more willing to open up and feel like you are actually paying attention. If you want people to truly be convinced, let them speak first. As the saying goes, if you want to persuade someone, you have to let them talk. Even if you have a hundred reasons to convince them, don’t forget to let employees finish sharing their thoughts first. If you don’t even listen and cut them off, it’s basically like silencing their voice, which is the clearest sign of distrust. No matter how right you are, let the other person explain their side clearly, then ask them to think about the issue from another angle. Help them see the solution from their own position. When they put themselves in that spot, it becomes much more likely that you’ll both end up agreeing.”

“Possibly a shared library or a place to study.”

“Honestly, the beds are really uncomfortable because they’re spring mattresses. The springs end up giving me aches in my back and on my sides. The bathroom is even smaller than you’d expect, like an airplane bathroom, and it smells constantly for some reason I can’t figure out. On top of that, when I try to use the sink, water splashes all over the place. And the worst part is the tap runs dangerously hot.”

“If I could change one thing about the place, it would be to narrow the gap between core A and core B.”

“There could be more on-site social activities and more accommodation options. Also, the bathroom felt a bit small.”