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[이데일리 이대호 기자] Held an in-house open talk conference for two hours starting at 10:30 am on the 2nd. This is a place prepared by a controversial post in the form of a will posted by a user who appears to be an employee of the company on an anonymous bulletin board for an employee. Among the multi-faceted evaluations conducted by colleagues, it was said that seeing the’I don’t want to work together’ item in the answer to the question’Would you like to work with the subject of review again’ was a pain itself.
On this day, the Open Talk meeting was scheduled as the company accepted the proposal to discuss the contents of the Kakao union’s discussions with about 100 employees on the personnel evaluation system. Initially, it was announced on the 11th, but the date was advanced to 2 days for a quick response to clear the internal controversy. The first 100 people attended by video conferencing and broadcast live on Kakao TV. Questions and opinions were received through video conferencing and Kakao TV chat.
As expected by the public, it was pointed out that’the evaluation item itself can give a psychological shock’. The company responded with the intention of “I will go in the direction of giving psychological stability and positive recognition.” He also said, “We will also improve the feedback process.”
When it comes to’in-house harassment’, the company showed a decisive attitude. Before the co-representatives of Yeo Min-soo and Cho Soo-yong, and during the days of Lim Ji-hoon as CEO, a Task Force (TF) team had already been established to prevent in-house bullying. The company said, “It was the purpose of responding firmly back then, and it is still the same.”
He also emphasized the’no hesitation report’. The company made it clear that “it provides absolute protection when reporting.”
The personnel evaluation system continues to improve by adding internal discussions. Kakao said, “This was the case when other employees participated in the process of improving the personnel team, created a separate table, conducted a questionnaire, and reflected it.”
There was also a talk about’compensation’. Kakao has decided to raise an average annual salary of 6% through labor union wage negotiations. Adding the individual stock compensation (10 shares of treasury stock) is a considerable increase.
However, there were questions asking for additional compensation. When Kraftton raised annual salaries of 20 million won for development workers and 15 million won for non-development workers, the entire industry was shaken, and Kakao employees were no exception.
When asked,’There was a collective salary increase in other industries’, the company said, “There were talks such as’I will try,”I do not want to go to a low level of treatment,’ and’I will continue to communicate.'”
Kakao’s side cautioned against expanding interpretation, saying, “On this day, open talk should be regarded as internal communication by other companies.”
Earlier, Kakao Chairman Kim Bum-soo said, “I think that a warning light has been lit in the corporate culture” in relation to the multi-level evaluation controversy at the’Brian Talk After’ meeting held on the 25th. He also said, “I wish to create a mature and wonderful culture. I hope that the Kakao community will become a healthy organization.”