We continue to seek a culture of mutual respect through a strategy of diverse communication at all levels to improve trust between management and employees.
In 2017, we reorganized the hierarchy of seven ranks into a more horizontal structure of four Career Levels (CLs) and introduced equal titles for addressing employees of all levels including “nim” (a genderagnostic title of respect), “pro” (short form of “professional”), and English names, in pursuit of a more flexible and inclusive organizational culture. In 2022, we made it mandatory to use the honorific form of language at work at all times regardless of position, title, seniority, or age, and removed information indicating the ranks and seniority of employees from our internal system.
Our town hall meetings, held under the leadership of division and business heads, are well-received among many employees. They serve as an effective channel for executives to convey their business philosophy, directionality of the company, and current management agenda and also address employees’ questions and suggestions.
Team and group heads also interact actively with staff members via monthly meetings and regular team-building events. We strive to build trust via 1:1 meetings, where we listen to the hardship of our team members and offer solutions on-site.
The CEO hosts our 'DX Connect' Town Hall Program, a platform where executive management and staff exchange views on corporate business strategy and key issues. Other channels organized by DX Division to enhance internal communication include the 'CEO One Table', a more intimate and informal meeting for direct conversation between the CEO and employees, and 'JH’s Listening', an online program that collects the VOC of our employees on various topics.
During quarterly “management status briefings” hosted by the head of division, we share business strategies based on quarterly business results and future prospects with all employees.
We also strive to communicate the vision of each organization, and gather employee opinions through various measures such as town halls and collaborative meetings hosted by the head of each organization or business unit.
Back in 2009, we first began to operate an anonymous online bulletin so that our employees may freely share their opinions and thoughts. In December 2020, we upgraded it into a comprehensive online communication and info-sharing platform, 'Samsung Electronics NOW'.
We conduct a monthly survey known as the EX Pulse Survey to identify our employees’ views on their work environment. We collect and analyze employee experiences and take remedial action for any inconveniences detected to enhance our employees’ morale, work satisfaction, and productivity. The survey themes change each month to identify and cater to their needs in a preemptive manner.