Translated from 日本語 • View original At Colorkrew, we place great importance on the "openness" of disclosing the information that the company has. Speaking of openness, almost all the information you can think of, from financial information, business numbers, salaries and valuations, is open.
Is transparency right or wrong? Among them, salary information transparency is considered difficult by many companies.
From my experience with Karakul, I said, "I'm scared before I do it, but if I try it, it's overwhelmingly better to be open." That's what it is. Please read your past blogs as well.
Why does disclosing salary help employees grow https://blog.colorkrew.com/open-management03/
Salary transparency encourages trouble!
People can see your salary, and you can also understand other people's salaries, so you might compare it to yourself...
At first, people who thought their salary was not commensurate with others may have been resentful.
However, it was not a big confusion by setting it with a system that allows you to raise your salary more and more if it is recognized by those around you that the value has increased.
Nowadays, I feel that it is too common for my salary to be open and that openness contributes to my own growth, so almost no one thinks that it is better to close it.
I took a survey
After writing this far, I thought, "Let's ask if this feeling is really so!", so I asked everyone to take a survey on Goalous's post!
I wanted you to answer sincerely without hesitation, so I tried to make it anonymous this time. *Surveys use Microsoft Forms.
Recently, the number of members who have to communicate in English has increased, so this post is a mess of English and Japanese. lol I don't care about the quality of the English and I'm posting. If you don't think you can convey it, non-native communication will not be established!
The contents of the questionnaire are here.
By the way, there are no stairs within the grade at Karakul, so you can understand that grade = salary. (Other than this, there are awards that are awarded once every six months, but they are also announced each time.) ）
What are the results of the survey?
It's been 3 hours since I requested the survey, so I'll announce the results! Number of answers: 21. There are more than 80 full-time employees, so about 1/4 of them answered quickly.
No. 1, there are zero people who think that it is better not to disclose the disclosure of the grade. There is a minority that says either is fine, but almost everyone seems to feel that it is better to make it public.
No. 2. Regarding the disclosure of evaluation contents... Almost everyone answered that it would be better to make it public.
I had a feeling that the majority of people would be better off open, but to be honest, I was a little surprised. I didn't expect almost everyone to think that it would be better to be open...
We sometimes have become open and open, but there seems to be no benefit to closing information that is taken for granted in everyday life It may be a feeling.
What Are Real Opinions on Colorkrew Employee Ratings?
There were various opinions, so I will introduce some of them.
By keeping the evaluation content open, it is difficult to write negative things or harsh comments. I think strict feedback is also necessary for growth.
While the current upper limit of 7 people feels small as an evaluator, it is a heavy burden for the evaluator. I think it would be better to be evaluated by more people at a lower cost.
It might be good to have something that can be compared with the market value of each grade. For example, "You are about this much in the market (other companies of the same size)"
The act of evaluating people is very difficult, and I think it is an opportunity for the person who evaluates it to grow, or an opportunity to have a strong interest in people. Currently, up to 7 evaluators can be selected, but seniors tend to be selected as evaluators, so the evaluation opportunities are biased. I would like to do this a little more. Rather than reducing the number of opportunities for seniors to be evaluated, we want to increase opportunities for members who have few opportunities to be evaluated. For example, it's like "Let's evaluate at least 5 people in everyone".
I want it to be visible on Goalous
Currently, we can only evaluate after the end of the half-year, but I want it to be able to be done throughout the year.
Confidently!
Since the evaluation is also done on Goalous, there are some things that cannot be done in terms of specifications, but there are many opinions that I would like to incorporate into the brushing up of the evaluation system in the future.
We will think about how to realize it and do it.
Well, it's good to ask again what you take for granted.
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