‘Open Talk’ conference for all employees
“Some improvement of evaluation method”
“Resolutely cope with my bullying at work”
Beomsu Kim Chairman of the Kakao Board of Directors. Photo = Yonhap News.
cacao(491,500 +0.72%)Regarding the’personnel evaluation controversy’, he announced that he will improve the expression method and respond firmly to workplace harassment related to this.
On the morning of the 2nd, Kakao held an open talk related to’personnel evaluation’ for all employees of the Kakao headquarters. Last month, at a meeting in which Chairman Kim Bum-soo participated, the discussion on personnel evaluation was insufficient, so the company held an additional open talk for employees on this day.
On this day, the first 100 people attended the Open Talk by video conferencing, and it was broadcast live on Kakao TV. In the Open Talk, joint representatives Yeo Min-su, Cho Soo-yong, and personnel organization managers participated. Chairman Kim Bum-soo did not participate.
Kakao freely and honestly listened to employees’ opinions on various issues such as evaluation system, compensation, organizational culture, and workplace harassment. Kakao shared a position that he would strive to improve the evaluation method and respond firmly to bullying in the workplace.
‘Would you like to work with the reviewee again?’ The same controversial personnel evaluation phrases were announced on a policy of improving them.
Earlier, on the 17th of last month, a post was posted on the blind, an anonymous bulletin board app for office workers, under the title of’will’, suggesting the extreme choice of an employee who was bullied in the workplace.
Since then, dissatisfaction with Kakao’s personnel evaluation has erupted one after another. In particular, the process of collecting peer evaluation in performance evaluation, comparing the result with the company-wide average, and delivering it to the relevant employee was at the center of the controversy.
Chairman Kim Bum-soo said at an in-house meeting on the 25th of last month, “I did not intend to harm or harm anyone in the workplace, but I have to be very careful about hurting someone or doing this.” It is an area of human dignity that should be done.”
“We are completely imperfect beings, but how we react and apologize when we make a mistake. The culture of the company is revealed. We hope to create a mature and stylish culture. We hope that the Kakao community will become a healthy organization.” There may be bumps or bumps of course, but it is important to recover well after that. I hope that it is good to look around and thoroughly read my surroundings. I ask all of you.”
“I think this issue is a warning light in the company culture,” he said. “We have to try not to make a company that makes us uncomfortable, oppresses, and makes us difficult. Not to inform the outside of our difficulties, but to my colleagues, my boss, and my CEO. It should be an environment that can be done.”
Kakao decided to maintain the merit of peer evaluation through Open Talk, but improve the expression method to give the crew a sense of psychological stability and positive perception, and review in a direction in which feedback is well delivered based on sufficient information.
Based on this procedure, negative opinions expressed a willingness to improve. In addition, Kakao plans to operate a discussion table to sufficiently reflect the opinions of employees and conduct a separate survey.
Reporter No Jeong-dong Hankyung.com [email protected]