[CEO Letter] Let Us Celebrate the 400th Issue of the Company Newsletter and Settle the Culture of Communication with Active Participation

2013. 10. 16. 11:00

[CEO Letter] Let Us Celebrate the 400th Issue of the Company Newsletter and Settle the Culture of Communication with Active Participation



Our company newsletter <HYOSUNG>, which was first published in December 1980, has reached its 400th issue. For 34 years of long history, it has covered various corporate news and accomplishments, messages from the executives, and success stories of the employees. It is, by itself, the living history of our company. 


Thus far the newsletter has been through many changes in various aspects such as the cover, number of pages and composition of columns, but one thing has not changed: the passion of our Hyosung employees held in it. I would like to celebrate the 400th issue of the newsletter with all the other Hyosung employees, and I expect it to continue playing the role as the window for communication in the future.  



Respect Others with Open Mind for Better Communication



Respect Others with Open Mind for Better Communication



Recently, many companies are conducting a variety of activities to vitalize ‘communication’ within the organization. To let all employees know of the company’s management situation and move forward in one direction by making them understand the goals and business policies, it is necessary to communicate. Moreover, executives must be able to discuss the development plans of the company more freely and present new ideas and ways for improvement. In that sense, the significance of communication cannot be overvalued. 


For example, organizational power of the team is the most important factor for victory in a soccer game. If the players can capture the thoughts and intended actions of the other players by just looking at their eyes, they can take a golden opportunity with an elaborate pass or break away from crisis with cooperative defense when the team is in danger. If succeeding to score a goal in a chance is the matter of skill, creating that chance is the matter of communication among one another. For better communication, you must respect others with an open mind and listen to them attentively. 


If a high-rank holder does not listen to the junior staff and insist only on his own view, the junior staff naturally cannot say what they want to say. It is necessary to try to consider and understand others so they can offer their ideas and opinions freely. Moreover, the junior staff must not say yes to everything the superiors say, or make excuses or hide their mistakes with fear of being scolded. No matter how trivial, you must share the progress of your work with your boss or coworkers, and if you face difficulties, find solutions with them instead of worrying about it on your own.



Global Companies Achieved the Culture of Communication through Free Discussions among Employees



Global Companies Achieved the Culture of Communication through Free Discussions among Employees



Global companies are operating various communication channels. Starbucks has the Skip-level Meeting, which is a meeting in which only the store staff excluding the managers participate. This is intended to provide an occasion for the staff to discuss freely away from the burden given by the manager. Each member of the staff can freely state ways to improve the store operation with their own sense of responsibility.


Google also holds the TGIF (Thanks God It’s Friday) event every Friday, where the employees can communicate and enjoy conversation over beer with one another regardless of level or team. These activities form the culture in which they can communicate frankly with one another anywhere and anytime.


Our company is also conducting various activities with emphasis on communication. We are holding the Conversation with the Executives every quarter, in which the management-level executives inform the employees of the company’s management conditions. Recently we are developing activities for executives to personally spread the company’s business policies and work attitudes. Moreover, PU workshops enable the employees to exchange their views frankly. We are also providing an informal base for communication by using the Refresh Day ----- leaving work at the regular time once a week ----- to enjoy cultural life or sports activities together.


We recently opened the ‘Tong Tong’ bulletin board in the in-company portal site HOPE where you can state your views on various things to the company. Please participate more actively for this bulletin board to be vitalized.


October is an important time in which we must establish the business plans and goals for next year. I request you to share the management policies and business details by communicating with open mind and increase understanding of the market, based on which you can conceive strategic plans for the business to grow and develop next year.





 


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