– Creating a Culture Through Values

LY Corporation (the "Company") aims to contribute to a unique culture and to achieving its mission by sharing the LY Corporation Group's values with employees. It also keeps track of different metrics to understand how it can better help its workforce flourish.

Overview of LY Corporation's Human Capital Strategy (Check here for more information)

Sharing Values

LY Corporation's Values

Employees from many different careers, experiences, job positions, areas of expertise, ages, genders, and languages are all working together at LY Corporation. To help employees thrive as they leverage this diversity and work together towards common goals, the Company has internally shared its values: "values" meaning the way it should work to achieve its mission.

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Creating Opportunities for Blending Cultures

A Place for Collaborative Learning

Employees are finding themselves needing to acquire new knowledge for their work and careers following the launch of LY Corporation. The LY Corporation Academia platform aims to be a learning community, serving as an ideal place for colleagues to learn from and teach each other as well as promote mutual understanding through shared learning experiences. Employees are also given a wide range of collaborative opportunities: they can better understand each other's differences and similarites as they deliberate and discuss common issues and themes, or connect with colleagues they usually would not interact with day-to-day when doing groupwork.

Encouraging Communication

Communication between coworkers outside of work is essential for nurturing cultural blending in a workplace with people of diverse backgrounds.

Social gatherings:
The internal subsidy for social gatherings supports communication opportunities for coworkers. Every employee can get a fixed-amount subsidy per month when participating in social gatherings with workmates from their organization or project—whether it be for getting to know each other better, boosting team unity, celebrating everyone's hard work, or marking a new milestone. The subsidy can be used for either online or offline events, including welcome parties, kick-offs, and celebrating achievements or the end of a project.
Club activities:
Employees are encouraged to take part in club activities and expand their connections and network to facilitate communication with coworkers and help their own work run more smoothly. An official club only needs five members from different departments and can revolve around anything such as sports (including volleyball, futsal, biking, golf, table tennis, and mountain climbing), games, handmade crafts, cooking, or research clubs focused on data and programming. The Company will also provide a fixed-amount subsidy for club activities when three or more members participate. Clubs can use this to pay for facilities, instructors, to purchase materials and supplies, and more.
Volunteer and advocacy activities:
There are an abundance of internal employee-led volunteer projects around common interests, skills, or efforts to solve issues in certain areas. These employees balance their usual workload while engaging in a wide range of activities such as photographing official internal and business shoots, using their announcing skills to serve as hosts at in-house and external events, or narrate company videos and other productions. Those qualified as industry or career consultants can also talk with and provide support to colleagues through the LY Corporation Peer Support program. Volunteers also lead DE&I initiatives such as the Normalization Project and Rainbow Project.

Sharing and Educating Employees

Sharing Information on Systems and Rules

Following the merger and founding of LY Corporation, the Company has been moving quickly to establish the various business rules and workflows that employees need to adhere to in order to achieve its mission and values. Along with using the intranet to provide workers with explanations on any new knowledge and processes they may need, LY Corporation also prepares easily accessible e-learning courses for everyone to study when it best suits their schedule. Through these initiatives, the Company endeavors to ensure that employees of all backgrounds can learn efficiently and understand the rules/systems regardless of their length of service or profession.

Internal Newsletter

Many employees are discovering new information about the company and wanting to know more about the new organization after LY Corporation's founding. Under the concept of "LY Corporation's present and future is here and now," the employee newsletter "LY Corporation NOW→" serves as an internal medium for sharing the latest news, management strategies, and organizational policies, as well as keeping everyone up-to-date with activities at both the individual employee and Group company level. Within the Company's dedicated internal communications department is an editing division that also creates and posts their articles on the intranet and inhouse Slack channel, providing information on the new company's culture and fostering better understanding among colleagues.

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Dialogue Between Management and Employees

Regular Sync-Ups

Communicating swiftly and directly with employees about management's views and the reasoning behind their decisions is now more important than ever following the launch of the new LY Corporation. Held once a month online, the company-wide LY Corporation All-Hands Meeting provides a place for the CEO and management to explain policies, initiatives, and the surrounding context and reasoning in an open and straightforward way. Employees can also listen to simultaneous interpretation in Japanese, English, and Korean if they need. A survey is sent out afterwards to the audience, with this feedback being shared directly with management.

Promoting Dialogue

The CEO and management directly communicates with employees via videos, emails, or presentations at the hybrid-style LY Corporation All-Hands Meeting to address concerns and explain the goals of important management policies. At these occasions, topics are based on the feedback and questions collected from employees via intranet forums. Management will then provide responses and clarifications in person at the LY Corporation All-Hands Meeting or the other internal media channels. Through these efforts, the Company employs a variety of two-way communication methods to promote management-employee dialogue.
LY Corporation also works to further understanding among its workforce by interviewing members of the management team—covering topics that employees are wanting clarification on and then publishing the resulting articles in the internal newsletter LY Corporation NOW→. In one instance, the CEO, CSO, and head of the HR & General Affairs Group took part in an in-depth interview on the new employee evaluation system. They explained their thoughts and expectations behind it and responded to concerns to help everyone better understand how the system was established. Readers can also fill out a survey afterward to express how satisfied they were with the article, as well as give their thoughts or write messages for the participants—all of which is then shared with the interviewees.

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Monitoring for Better Performance

Visualization

The Company routinely conducts a variety of surveys to keep up to date with the conditions and state of things inside the company and among employees, visualizing these situations to better track progress towards improvements and goals.

Engagement Surveys

LY Corporation regularly tracks organizational conditions through a monthly survey that quantifies employee engagement. This produces a score that represents how motivated someone is in contributing to their organization/job and taking steps to act on it. Survey results not only help employees to stay self-aware, but also aids managers in better understanding if individuals and organizations are sufficiently engaged for performing at their best or what factors may be holding them back.

DE&I Awareness Surveys

Every six months, the Company conducts a company-wide anonymous awareness survey from a diversity, equity, and inclusion (DE&I) perspective to get a better picture of the day-to-day workplace thoughts and feelings of employees. Results are used in forming DE&I promotion policies that will help employees to prosper, as well as in exploring and revising measures and initiatives.

Visualizing People Data

The internal People Analytics Lab cooperates with HR to gather and visualize people data from departments and different job types (including the number of employees, an employee's length of service and their performance evaluation, and the distribution of engagement scores), enabling management and HR to reference and utilize this information as needed.