稲盛和夫の京セラフィロソフィ  Vol.40 大家族主義で経営する/ Managing with a large family mind






Vol.40 Managing with a large family mind
Mr. Kazuo Inamori (Founder of Kyocera and KDDI, Honorary Chairman of JAL) is saying that he has valued a trusting relationship like a family where he and his employees can share their hardships. Here, a family-like relationship is a relationship in which when a colleague is in trouble at work, he or she can help each other without reason and can be personal and talk about private matters.

I too have worked hard to build this kind of relationship with our employees. First, I have valued daily communication, including greetings with employees. In addition to exchanging daily greetings, I pay attention to the mood and physical condition of each person from the tone of the employee’s voice and their facial expression, and when the employee seems to be sick, I changed the work position of the staff so that the work content would not become too hard. In addition, I have regularly checked during regular conversations to see if employees have any concerns about family or financial matters and have provided support when necessary.

An important thing I have learned through business is the idea of give and take. If you’re a business owner, start your own give and keep doing it without asking for returns. Although some people may want to take something when they give something to others, it is desirable for business owners to keep giving without thinking in return. If the employees can go to work as usual, do their usual work, and finish their work as usual, the business should be running well. It is very difficult to bring it to such a natural state, but to do so, practice giving to employees without thinking in return.

Another thing that I have valued in doing business in the United States is that I have told to my employees that I “trust,” “rely on,” “thank them” in words. Although I’m a business owner, I am limited in what I can do, so I have to rely on someone else, and I naturally have to rely on my employees. At that time, I not only thanked the employees, but also tried to convey my various feelings directly to each employee. This is a necessary and important communication method in the United States, because in the United States it is often the case that you cannot convey your feelings without saying.

If you have any feedbacks, questions, or requests, please reply to this email. If you like this newsletter, I would appreciate it if you could forward it to your acquaintances. For back numbers, please refer to NICK’s BLOG. Thank you! Nick Ono