Translated from 日本語 • View original What information is open on Colorkrew?
As I have written in my previous columns,
Almost all information is open on Colorkrew.
- Salary
- Expenses such as entertainment expenses
- Financial statements
- Information such as profit and loss of each business
- Employee attendance and man-hours
- Goal registration and its activities
The purpose of opening is to "create a stronger team". Goalous, a service created by Colorkrew, which believes in the great power of openness, is designed to promote openness and lead organizations to higher goals.
Salary disclosure is a high hurdle!
Now, when I talk about this kind of thing, the question I always get asked is, "Wouldn't it be rough if you disclosed your salary!?" The answer is yes and no.
However, in either case, the psychological hurdles for management when disclosing are very high. Or rather, it's scary.
Salary is the result of the personnel system, and it is closed information in ordinary companies. Nowadays, salary opening is commonplace, but Colorkrew was also a big surprise at first.
I think the scariest thing is that employees will not be able to trust the company by exposing the results of human resources.
Rough Cases
So, what are the cases where it gets rough when it is made public?
For example, I joined the company mid-career.
In most cases, depending on how you joined the company, even people of the same level tend to have higher or lower salaries. If the salary at the previous job is high, the salary at the next job will be higher, and if it is low, it will be lower.
This is very likely as a trend.
As a result, even people of the same value in their current company have very different salaries.
People with lower salaries will say, "Why is he getting so much, but I'm low!"
It would be nice if you could say it out loud, but the worst case scenario is to remain silent and distrust the company and quit.
Problems Many Companies Have
So why is such a state born?
Isn't the main reason why the personal likes and dislikes of the evaluators affect human resources? Even if you like it or not, you can't see it. That's why unfair personnel are rampant. That's the root cause of the problem.
So how can we avoid roughness?
To put it simply**, it is "management is satisfied with the salaries of all employees."** Based on the company's values, be able to logically explain everyone's salary. This is important.
Of course, it will be difficult for human resources to "convince everyone".
However, if you continue to evaluate personnel in accordance with the company's values and philosophy, regardless of likes or dislikes, the result will be something that many people will be satisfied with.
Fairness and Lean created by openness
The key to making everything as fair as possible is to be open.
By making the process and results as transparent as possible, you will feel that you are being "seen" yourself, and since you are actually being seen, discipline will naturally work on people in any position.
There is no need for special monitoring departments or personnel, and efficiency is maintained without wasted work.
Openness brings out fairness and leanness. "Open if in doubt" Why don't you try it in your organization?
**< Seminars on popular content> organization and management are being held! **
