A Training Culture
That Promotes Autonomy
We encourage our employees to not just wait around for orders from their bosses while delaying decisions, but to act decisively and independently and take on new challenges. In order to train this sort of autonomous professional, company management strives to listen earnestly to our employees, and create a workplace environment in which young employees can feel comfortable suggesting any ideas they might have. The workplace culture centers around a proactive mindset of “first thinking of ways to make an idea succeed, rather than looking for reasons why it might not,” and helping employees think and act for themselves while they are still young.
- ・Certification Acquisition Support
- ・Tokyo Young Employees Gathering
- ・Rookie of the Year Award
INTERVIEW
When I first joined the company, I didn’t know how to do anything. I started by just thinking about what I could do while communicating actively with my senior coworkers, my general contractor supervisor, business partners, and anyone else I could. They gave me a lot of great advice and showed me how to do many things. Before long I had gained my footing and was ready to work too. I encountered many more challenges once I became a field representative, but by using the experience gained in my training and thinking and acting independently, I achieved good results, and was ultimately selected for the Rookie of the Year Award. I want to remember what I’ve learned so far as I keep pushing myself going forward.
Helping All Employees Care about Company Performance
with Special Bonuses and Profit Return Programs
To encourage all employees to care about our company’s performance, in additional to our standard bonus system, we give results-based-payments of 20% of each departments’ fiscal profits back to that department’s employees. The profits of each department are reported at management meetings, so all employees are aware of the performance of all departments, not just their own. This system has led our employees to think of company profits as responsibility that they themselves share. Instead of focusing on only the total value of orders received, or the completing some other objective for their own department, employees are now motivated to also consider profits as the ultimate goal of the company; a mindset which also facilitates their development as potential future company managers. We believe that the key reason why this initiative has worked is our relaxed and friendly corporate culture, and our fair and merit-based performance evaluation system. Even our appointment screening for new executives is open to any employee with the necessary credentials, business acumen, and drive necessary to lift themselves up to the next level of company involvement.
- ・Profit Return Payment System
- ・Innovation Achievement Award
INTERVIEW
I remember being so surprised when I first heard about the profit return payment system. Knowing that I would be affected by the performance of my department and the company, made me think proactively about things like, “How can I increase profits?” and, “What can I do to improve department performance?” Not only me, but everyone in my department began to think about what they could do themselves, or how to work with the people around them as a team to get things done. Naturally, this also made us all better team players who liked to cooperate with and appreciated one another. Now, I feel motivated to keep making strides with them in our work.
Supporting Diverse Work-Styles to Create a Workplace Environment That’s Full of Smiles
At HEXEL Works, we believe that employing a variety of people helps make our organization more adaptable to changes in the work environment. That is why we strive to create a workplace where, no matter the age, gender, nationality, work or educational background, marriage or familial status, or personal values of an employee, they will find a place where they belong. We believe that having a good environment with a variety of viewpoints will lead to the exchange of opinions and to innovative ideas that will help our company continue to evolve. In addition, we have systems for helping turn even innocuous suggestions from our employees into realities, and have even produced products and internal systems from such valuable input. As a company, we want to continue to evolve and grow along with our employees.
- ・Shortened work-hours system
- ・Smart casual dress-code
- ・Scholarship assistance program
- ・Parallel career system
- ・Legend certification system
- ・Various types of paid leave
(Marriage, maternity/paternity, child and family-care, anniversary) - ・Kurumin mark recipient
INTERVIEW
When I set my first day back at work after one year off for maternity leave, I was very worried about whether I could balance my responsibilities both as an employee and as a mother. However, thanks to our shortened work hours system and our special childcare leave that was separate from the normal paid leave allowance, I was able to adjust to my new lifestyle with no trouble at all. Sometimes, I would need to take a day off all of a sudden due to my child’s needs, but everyone in my department was always supportive when this happened, saying “Don’t worry about work, family comes first.” I feel so grateful to work with such kind colleagues; their understanding means just as much as to me as the company systems.