[Spica Search Window #03] "Learning is the bare minimum etiquette." The "internal test" directly linked to bonuses supports the highest quality M&A

Hello, this is Kondo from the Spica Consulting public relations team.

This is "Spica's Search Window," a series where we dig deep into the "values" and "culture" shared at Spica, as if typing keywords into a search bar.

The theme for this installment covers the realistic behind-the-scenes of our professional group: the "internal test."

Article Summary|

• The decline in learning among working adults: According to surveys, more than half of working adults (53.6%) have data showing they "do not engage in any self-improvement."

• Spica's testing culture: M&A consultants require management-level knowledge. At Spica, we conduct advanced internal tests every month and link the results directly to bonuses.

• An unwavering stance on rewarding learning:In the past, some members have earned 340,000 yen in annual bonuses from tests alone. While the calculation rules are reviewed every year, the commitment to "rewarding test results (learning) with bonuses" never changes.

• Seriousness about quality: Not letting "learning" end as a mere recommendation, but investing costs to turn it into a system, protects the industry-leading quality and trust that Spica upholds.

The modern era where the majority of working adults "do not learn"|

Before diving into the main topic, I would like to introduce some data regarding the "learning habits" of current Japanese business professionals.

According to the "Survey on Working and Growth of 10,000 Workers" conducted by Persol Research and Consulting Co., Ltd., the percentage of full-time employees who answered that they "do not do anything in particular" regarding learning or self-improvement outside of work reached 53.6%, marking the highest level since the survey began.

Looking at it by gender and age, the trend of moving away from learning is progressing overall, and the percentage of people who read books, which can be called the gateway to learning, is also on a downward trend. Furthermore, there is stagnation in terms of motivation for work. The percentage of full-time employees who answered that they "want to become a manager" has been decreasing year by year, reaching a record low of 16.6% as of 2026 since the survey began. Although they have no intention of quitting their jobs, the percentage of full-time employees who choose a work style called "quiet quitting," where they do not aim for promotion and only perform the minimum required tasks, is also at a record high of 5.8%.

It may be that in society as a whole, it is becoming difficult to maintain the motivation to "learn voluntarily and grow through work."

Learning is etiquette. Spica's "internal test" and bonus system|

While the trend of moving away from learning is progressing across society, the environment at Spica Consulting goes in the exact opposite direction. We believe that for an M&A consultant, "a love for management, strong intellectual curiosity about management, and the quality to study diligently every day" are absolutely essential.

This is because M&A is an extremely significant decision that affects the lives of business owners and the history of companies. Originally, this is by no means a field that amateurs should touch. In the M&A industry, many people say they "want to become a business owner," but in reality, how many people are thinking about management desperately with the same passion as the business owners themselves, or with even deeper knowledge? If you cannot face business owners seriously, true support is impossible. That is why, at Spica, "continuing to learn is the bare minimum etiquette."

And, the "internal test" is what incorporates that learning into the organization's system, rather than relying on individual motivation.

At Spica, internal tests are conducted at least once a month. Basically, members engaged in M&A consulting work are the target, but depending on the content, all employees, including the middle office, take the test.

<Specific test examples>

• Advanced practical issues related to M&A work, such as tax effects, goodwill, company splits, and stock valuation

• Tests on "cross-industry transaction cases" outside of the assigned industry (because we are industry-specialized, we learn broadly from schemes in other industries as well)

The most significant feature of this test is that "the results are directly linked to evaluations and bonuses." Calculations are performed for each test, and for example, under last year's rules, "internal test bonuses" were paid based on the following calculation method.

• Condition: Bonus eligibility only if the test score exceeds the "overall average score"

• Amount: "Score obtained × 1,000 yen" becomes the bonus as is

[Simulation example of internal test bonus]

• Example 1: Scoring 100 points (perfect score) on a test with an overall average of 90 points Eligible for a bonus because it exceeds the average score! Score obtained (100 points) × 1,000 yen = 100,000 yen

• Example 2: Scoring 88 points on a test with an overall average of 81 points Eligible for a bonus because it exceeds the average score! Score obtained (88 points) × 1,000 yen = 88,000 yen

• Example 3: Scoring 80 points on a test with an overall average of 88 points Unfortunately, not eligible for a bonus because it is below the average score...

In the past, there have been members who, through daily study habits, turned them into results and earned a bonus of 340,000 yen per year just from these internal tests.

There is an important point I would like to emphasize here. While the detailed point distribution and bonus calculation rules are updated every year to match the times and circumstances, the fact remains that Spica's commitment that "bonuses are generated based on consultant study (test results)" remains unchanged.

We maintain a system that seriously rewards deep understanding of legal, financial, and industry structures, rather than just the acquisition of sales skills. We insist on "fully industry-specialized" M&A support because we are convinced that optimal matching cannot be achieved without knowing the industry-specific business customs and value chains to the bone.

Summary: Seriousness about quality and professional pride|

There are many companies in the world that advocate "learning" or encourage self-improvement. However, the knowledge level of M&A consultants is the foundation that supports the quality of the services Spica provides. That is why we cannot just end it with simple "calls to action."

We create practical-level tests with the help of experts, conduct study sessions for them, and return the results in the form of bonuses. This is by no means easy for the company, and it requires significant cost and effort.

Even so, Spica has upheld "industry-highest level quality" since its founding. We are committed to every job and take pride in being M&A consultants. Furthermore, "continuing to learn" is essential not only for individual careers but also to absolutely protect and further enhance the trust that Spica's colleagues have built up.

We believe that this strict yet fair internal test culture is where Spica's "seriousness" toward the work of M&A is expressed.

We will continue to deliver our inner thoughts through the "Spica Search Window."
Please look forward to the next update!