[Organizational Culture Committee] Summary of 4th Term Activity Records

Hello!
I'm Inoue, the Persian cat at Beyond Shikoku office.

an Organizational Culture Committee, a team dedicated to fostering active internal communication and
we have
I was also a member of the 4th term of the Organizational Culture Committee and participated in various activities.
Now that our 4th term has ended, I'd like to share a summary of the activities we, the 4th term members, have undertaken.

Goals of the 4th Organizational Culture Committee

Policy: "To work towards revitalizing and promoting communication within the company."
Goal: To foster a culture of mutual praise and recognition.

New graduate training

1. The same search
2. Praise Jobs
3. Anger Management

For more details about our new employee training program, please see the following blog post:
[Organizational Culture Committee] What kind of training facilitates smooth communication?
When you first join a company, it can be difficult to talk to other employees because you feel hesitant.
The Organizational Culture Committee planned this training as one of the quickest ways to solve this problem. It
not only benefited the new employees but also fostered interaction among existing employees, allowing them to make new discoveries and have fun.

Praise activity

At our company, we hold a company-wide lunch meeting at 12:15 PM on weekdays.
During this meeting, the person in charge gives a 1-3 minute speech, and the topic is decided by the Organizational Culture Committee.
The topics for this term's Organizational Culture Committee lunch meeting speeches are as follows:

By setting topics for our midday speeches such as "Someone I want to thank" or "What's so great about this person,"
I've noticed that employees have become more conscious of finding the good in each other.
Even within the same company, if you're in different locations or departments, you don't often have much contact with each other and opportunities to get to know one another.
So, listening to speeches based on these topics provides an opportunity to learn about the personalities of people you don't interact with often.
I feel it's also been a good opportunity to connect with people you might have felt hesitant to talk to and with whom communication has been lacking.

fellowship

"Fellowship" is an exchange event with our Canadian office.
We hold a one-hour exchange meeting once a month from 9:00 to 10:00 in the morning.
The Organizational Culture Committee prepares a talk topic each month, and the main focus is on discussing that topic. We
used the TV program "Sanma Goten" as inspiration for the talk topics.
Employees from the Canadian office can participate with dinner, while employees from each office in Japan can participate with coffee.
There is about a 13-hour time difference between Canada and Japan, so it is difficult to interact without events like this.
Fellowship was started to solve this problem
We value communication among employees, so we are pleased that many employees actively participate in these exchange events.

Online drinking party

We always planned a welcome party for new employees.
Using Zoom, we would divide into rooms of about five people, and the new employee would rotate through the rooms, chatting for a short time of about 10 minutes. It's
a shame that we can't hold it offline due to COVID-19, but
offline, depending on the seating arrangement, some people might not get a chance to talk, while offline, the advantage is that everyone can talk to each other evenly.
Even in months without welcome or farewell parties, the organizational culture committee plans an online drinking party once a month.
We prepared games that could be played online.
We played "picture chain" and games using online gaming tools.
In "picture chain," an unexpected artist appeared, which made it quite lively.
In the "complimenting drinking party," we divided into rooms of about five people and had a drinking party where we continuously complimented the person in the same room for five minutes.
This has become President Haraoka's favorite drinking party, and he said, "This feels great! I want to be praised forever!" (laughs)
At our company's online drinking parties, after the first round ends and everyone goes their separate ways, we prepare a Zoom meeting for the second round, and it's optional to join the second round.
At the second round, we often played "Werewolf" or "Among Us.
" "Among Us" is a free downloadable smartphone app, similar to "Werewolf," but with more gameplay and is more fun.
You can play "Among Us" online, but you can also create your own room and play with just your friends, so
I would love for anyone reading this blog to try it out!
I'm not good at games, and I'm not good at lying, so I was always eliminated quickly in both "Werewolf" and "Among Us" (laughs).

Beyond Encyclopedia

The "Beyond Encyclopedia" is a collection of employee profiles that are only available internally.
" was prompted by advice from Ms. Otsuka, our coach, who said, "The more people get to know each other, the more they like each other."
Beyond Encyclopedia
It can be used to help new employees learn each other's faces and names, and also as a way for existing employees to get to know one another. We
asked employees questions ranging from work-related to personal matters, and recorded their answers in the encyclopedia.
The four members of the Organizational Culture Committee alone found the project challenging, so we received help from employees in the Management and Public Relations departments.
Furthermore, the Google Site was designed and divided among the next members of the Organizational Culture Committee,
and we finally completed it after much effort!
▼A sneak peek at the Beyond Encyclopedia

Finally

My year as a member of the Organizational Culture Committee
was challenging because I had to balance my regular work with the committee's activities, but it was a very fulfilling year.
When I joined the company, there were only two offices, Osaka and Shikoku, but before I knew it, Yokohama and Canada offices had been added, bringing the total to four locations. In
IT work, communication tends to be mostly through chat and Slack, but
at our company, we have a lot of active, face-to-face communication that doesn't rely on such tools.
I believe that knowing each other is a strength that allows us to rely on each other in times of need, so I'm really looking forward to the activities of the next Organizational Culture Committee!

Growing every day, moving forward every day.
I must update myself every single day!!!
Thank you for reading to the end.