Kakao to Improve Performance Evaluation System... "Will Change Peer Evaluation Criteria"

[Image source=Yonhap News]

[Asia Economy Reporter Kang Nahum] Kakao has decided to improve its personnel evaluation system, which has long caused dissatisfaction among employees. While maintaining the advantages of peer evaluations, the company plans to change the expression method to help employees feel psychological stability.

On the morning of the 2nd, Kakao held an open talk (meeting) on personnel evaluation for all employees at its headquarters. About 100 participants, including Kakao co-CEOs Yeo Min-soo and Cho Soo-yong, joined via video conference on a first-come, first-served basis.

During the meeting, employees freely discussed various topics such as the personnel evaluation system, workplace harassment, compensation, and organizational culture.

Kakao management announced plans to maintain the advantages of peer and upward evaluations while improving the expression method to provide employees with psychological stability and positive perceptions. To this end, they will operate discussion tables to fully reflect employees’ opinions and conduct separate surveys.

Additionally, they expressed their intention to continuously communicate to ensure diverse employee opinions are reflected in evaluations and compensation.

Previously, controversy arose when a ‘suicide note’ was revealed on the workplace community platform Blind, in which a Kakao employee complained about experiencing workplace harassment. Some employees also raised issues regarding Kakao’s personnel evaluation item stating ‘I don’t want to work with you.’

On the 25th of last month, Kim Beom-su, Chairman of Kakao’s Board, addressed these controversies during the ‘Brian After Talk (meeting),’ saying, “We are perfectly imperfect beings, but the company’s culture is revealed in how we respond and apologize when we make mistakes,” adding, “I hope we can create a mature and admirable culture.”

He also said, “I want the Kakao community to become a healthy organization,” and added, “Conflicts and clashes are naturally possible, but what matters is how well we recover. It would be good if we take care of and comfort those around us.”

Regarding issues such as bonuses and compensation, Chairman Kim stated, “I believe the best talent should receive the best treatment,” and added, “If compensation is lower than competitors, it should be improved quickly. Although we may not be able to balance it now, we will adjust it from a long-term perspective.”

This content was produced with the assistance of AI translation services.