LG Electronics is striving to create a corporate culture based on creativity and autonomy that elevates it to become a true number one. While forming a work environment in which employees work hard and improve their quality of life, it is also making an effort to elevate the standard of living for each individual member.
- Vitalizing Organizational Communication
LG Electronics is creating an organizational culture where smooth communication is realized through various online/offline channels.
|Junior Board||As an organization that represents both general and administrative workers, the Digital Board Council delivers employee opinions about working conditions and the work environment to management
(head office: quarterly/companywide: every six months)
|Open Communication||Continuous meetings for communication between management/ leaders and employees in the form of special lectures, conferences, field visits|
|VOE(Voice of Employees)||Improvement tasks reviewed through LG Way Survey; monthly polls conducted to deliver the thoughts of employees to management|
|LG Way Survey||Identifying employee satisfaction and demands (annually)|
|Pride LG||In-house magazine in English & Korean (monthly) whose role is to deliver information on management|
|EP Communication||Operation of a portal site; news and bulletin board; publication of a daily newsletter|
|Video Communication||DVDs, e-newsletters, in-house broadcasting services|
|Global Lounge||Operation of an online news site for employees of overseas subsidiaries; weekly newsletters sent out|
|HR Shared Service Center||Inquiries through telephone, e-mail, intranet bulletin board (regular operation)|
|Cyber-Shinmungo (bulletin for reporting cases of corruption) Jeongdo Management Training||Reports on any violations of Jeongdo management(regular operation)
Collective training about Jeongdo management (annually)
- Communication for Solving Problems
LGE has been continuously making efforts to create a corporate culture based on communication. In particular, the communication culture, promoted under the title of “Open Communication” was transformed in 2010 into “Communication for Solving Problems”, which represents the process of 1:1 communication that solves problems that may occur in the organization. Instead of a simple give and take way of discussing intentions, this process allows an employee to communicate with top management or leaders in a timely manner. Communication between individuals does not end with just reporting of the problem, but each member views the problem from the owner’s perspective and suggests a solution to the problem. This process increases their sense of belonging and contributes to individual perceptions.
- Efforts to Improve the Working Environment
With the annual “LG Way Survey”, LGE assesses its effectiveness in creating a positive work environment in which employees feel their creativity and autonomy is promoted, and then implements improvements based on the results. In the LG Way Survey, members are solicited to provide inputs describing a work environment and leadership style that encourages employees to be creative, and to exercise discretion. (Example: “I am given discretion to take an initiative based on my ideas and judgment when working towards meeting the company’s goal”, “My boss allows and encourages me to make a move that no one has tried or has never been tried in the past”, etc.)
- Participation Culture Based on the Voice of Employees(VOE)
Another main platform for LGE’s representative corporate culture is its VOE based culture. This is the process of identifying employee perception about major company policies, and after establishment, and then reflecting these views into those policies. The corporate-wide slogan establishment process is a prime example. Interviews were conducted at all levels of the company to identify the direction the company must take and then a few suggestions were made based on the interviews. A survey was then performed on all company members to select the final slogan. Change Agent(CA) and Junior Board(JB) played important roles in encouraging this employee participation culture to become active. CAs are members that lead change in overseas organizations. JB is a medium for employees in Korea that delivers employee opinions to the top management and performs various roles for the rights of the employees. VOE is considered first in all the improvement plans and is now a unique part of LGE’s corporate culture.
- Handling Grievances and Employee Counseling
LGE provides stress management and psychological counseling services so that employees can focus on their working life. It operates psychological counseling programs in all corporate branches throughout Korea, and a mobile counseling service is provided for small regional branches. In particular, a counseling service is provided to family members of employees at R&D centers to actively help employees solve their problems.
LGE operates various programs for employees to ensure their work-life balance.