iRidge's mission and values in the first place?"
Posted: Mon Jan 20, 2025 7:02 am
I had intended this to be just a short story introductory section, but it ended up being quite long, so I hurriedly moved on to looking back on the main topic of my work.
iRidge's current mission and values were updated in May 2018.
As part of our efforts to spread awareness, las band database year we had regular opportunities for executives to speak about our values at company-wide meetings.
Our employees come from a wide variety of occupations, ages, and experiences, and have all worked at other companies, so we began to wonder if there was a way to better communicate with them and help them understand.
So we started a mission and values board where employees could post examples of how our values are embodied, but while the first round was well received, by the second round of the survey we had received few posts. As we rushed
to manually collect comments and pondered with the project members why we were not getting enough, we came to the conclusion that,
"Do people even know the origins of
"...Now that you mention it"
"Maybe we don't know..."
"Actually, maybe I don't know either..."
(a murmur...)
Looking back at the history, about 50 people joined the company after the briefing session (May 2018) immediately after the renewal of the mission and values. Although
the words "Tech Tomorrow" of the mission and "iRidge pride / One team / EXE future" of the values were known, the origin and background of these values were not well understood, which was a
major challenge for penetration.
Perhaps the basic element of "communicating" was overlooked.
And the answer is probably simple: to convey the background of how it came about and the feelings that went into it.
In the future, we would like to provide opportunities to look back on the past background and explain it periodically, such as at the time of joining the company and at general meetings. (We plan to start this from the new employee orientation in April!)
＊＊＊
I'm not very good at impromptu speaking in front of people, so I prepared what I'm going to say, but it ended up being quite long.
Perhaps because of this, I was shocked when the next day, a senior sales manager, Uchida-san, said to me,
"Oh, Takahashi-san, your speech yesterday was great!"
I was embarrassed that my speech had been heard.
But I also felt happy that maybe my feelings had been conveyed to them at least a little.
It's really difficult to create, pass on, and convey a culture.
It will continue to be a process of trial and error, but I will continue to work hard to instill our mission and values!
iRidge's current mission and values were updated in May 2018.
As part of our efforts to spread awareness, las band database year we had regular opportunities for executives to speak about our values at company-wide meetings.
Our employees come from a wide variety of occupations, ages, and experiences, and have all worked at other companies, so we began to wonder if there was a way to better communicate with them and help them understand.
So we started a mission and values board where employees could post examples of how our values are embodied, but while the first round was well received, by the second round of the survey we had received few posts. As we rushed
to manually collect comments and pondered with the project members why we were not getting enough, we came to the conclusion that,
"Do people even know the origins of
"...Now that you mention it"
"Maybe we don't know..."
"Actually, maybe I don't know either..."
(a murmur...)
Looking back at the history, about 50 people joined the company after the briefing session (May 2018) immediately after the renewal of the mission and values. Although
the words "Tech Tomorrow" of the mission and "iRidge pride / One team / EXE future" of the values were known, the origin and background of these values were not well understood, which was a
major challenge for penetration.
Perhaps the basic element of "communicating" was overlooked.
And the answer is probably simple: to convey the background of how it came about and the feelings that went into it.
In the future, we would like to provide opportunities to look back on the past background and explain it periodically, such as at the time of joining the company and at general meetings. (We plan to start this from the new employee orientation in April!)
＊＊＊
I'm not very good at impromptu speaking in front of people, so I prepared what I'm going to say, but it ended up being quite long.
Perhaps because of this, I was shocked when the next day, a senior sales manager, Uchida-san, said to me,
"Oh, Takahashi-san, your speech yesterday was great!"
I was embarrassed that my speech had been heard.
But I also felt happy that maybe my feelings had been conveyed to them at least a little.
It's really difficult to create, pass on, and convey a culture.
It will continue to be a process of trial and error, but I will continue to work hard to instill our mission and values!