Reflecting on 'Mental Productivity' through the discomfort of 'Ease of Work'.

Human Resources and General Affairs are responsible not only for the productivity of goods and services but also for 'mental productivity.' Recently, this is often expressed as 'ease of work.' However, I feel that this term 'ease of work' is prone to misunderstanding.

Even generous welfare benefits and stylish offices should, in the first place, be aimed at contributing to business performance, and furthermore, be a means to realize the company's vision.

When you implement measures that deviate from that purpose, the message becomes fragmented and dispersed. In some cases, it dissipates. If the budget is approved, it is understandable to want to 'pander' to employees. After all, 'wanting to make people happy' is considered a good thing and is a strong desire.

However, there is something I want you to be extremely careful about.
That is, what you introduce will eventually be replaced by a 'right.' If you try to stop it later, it will create considerable resistance. People react negatively to loss. They feel 'deprived'.

Water coolers are a good example; when an order to cut costs is issued, they are easily targeted. But think about it. 'Depriving people of water' is a Mad Max timeline.

Returning to the subject.
If you raise the resolution of 'ease of work' a little, I think it becomes 'noise reduction for the main business.' How much can you concentrate on your main work? I think that is the secret to achieving results.

I believe that the degree of concentration on the main business is, conversely, the 'degree of trust in the company.'
Being able to work with peace of mind. Believing that 'if you make the right effort, you will be rewarded.' Being able to challenge, fail, and challenge again with peace of mind. I think it is that kind of environment and organizational culture.

Well, the troublesome thing is that the concept of a 'company' can mean the president, a boss, or a colleague, depending on the person. It is similar to the ambiguity of 'everyone'.

So, how can you increase the level of trust?
Success patterns are diverse. Each company has its own 'uniqueness.' However, failure patterns have many things in common. So, first of all, it will be about crushing the noise.

For example, things like this.
・Micromanagement
・Tasks with no clear meaning
・Ignoring bad moods
・Opinions of loud people prevail
・Opaque personnel evaluations
・Workplaces that overlook trash
・Searching for the culprit of mistakes
・Mixing public and private matters

The 'Simple Sabotage Field Manual' is also a good reference.
These '11 rules for intentionally lowering the productivity of an organization or team' are exactly about robbing people of mental productivity.

Even if welfare benefits are generous and there is a magnificent office, if you leave these things unattended, you cannot concentrate on your main work. You cannot maintain your enthusiasm. Motivation will dry up.

There is also the idea that because you are a professional, motivation is irrelevant. However, there is 'forced work' and 'work you do yourself' in jobs. New employees are almost always doing 'forced work,' and without gaining trust within the company, it remains 'forced work.' Motivation has a deep impact on this.

Without self-efficacy, work becomes increasingly boring.

Peace of mind, trust, enthusiasm, and the future. 'Mental productivity' is important. If you work in a prickly workplace, you will become ill. You will not be able to imagine the future either.

Therefore, I want Human Resources and General Affairs to be aware of 'mental productivity.'
Why do employees need to achieve our company's goals? What kind of feelings will allow them to move forward even while feeling lost?

I want you to think from there.
There is surely a hint of 'uniqueness' there.

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