[SSG nudge Leadership] Midnight Resignation Notice and Coin Salary, 'If It Were Me'

-Work Life, Confident Relationship Building and Honest Criticism of Individuals

Changwook Park, CEO of Korea Knowledge Leader Association (Secretary General of Daewoo World Management Research Association)

Recently in Pohang, a restaurant employee sent a text message early in the morning on the day they decided to quit, and the employer caused controversy by paying the full 1.3 million won salary for 20 days entirely in coins. The employee had previously expressed their intention to resign due to health reasons, and the owner was in the process of finding a replacement. After a dispute, the two met at the restaurant on the 5th of this month, about two weeks later, where the owner paid the employee’s entire salary only in 100-won and 500-won coins. The employee’s family, seeing their son return home carrying a bag of coins, became outraged, visited the restaurant to return the money, and filed a complaint with the local Employment and Labor Office.

The employee said, "I had already told them I wanted to quit due to personal reasons like health, and I apologized, but they paid my salary in coins in front of other employees, which was humiliating. I don’t even want the money; I want them to be punished." The owner responded, "They never submitted a resignation letter, didn’t explain their situation, and didn’t even apologize. I didn’t withhold wages; I was just upset and stressed at the time. I didn’t throw the coins at them; they can just take them to the bank and exchange them." This summary is based on the reported details.

Comments on various media reports online are diverse, but many tend to criticize the employee. Unilateral resignation notices have happened before and continue to happen. The author has experienced this countless times. It is a difficult situation from the perspective of business owners and HR personnel. Why do such incidents occur? Shouldn’t it be normal to consider each other when you once worked together? Let’s not speak from the viewpoint of the employer’s 'power' position. It would be better not to apply extreme standards reserved for malicious employers. Even assuming the worst, isn’t a company a place where people pursue happiness through work? Notably, the family acted together in this case. It is common to see parents calling on the day their son or daughter resigns to blame the company for excessive work.

"If I were in that position." Parents should consider, "If my son or daughter were an employee at that company," employees should think, "If I someday become a manager, director, or CEO," and owners should reflect, "If my child experienced that at another company."

From a university lecturing standpoint, many people simply don’t know how to conduct themselves. There is no place to teach or learn this. From birth, family, teachers in elementary, middle, and high school, and friends make up the entire social network. There is no way to learn social or organizational life. The relationship between a company (corporation) and employees (individuals) is not one of labor and management, master and servant, or superior and subordinate, but a relationship between individuals. Relationships should be formed so that each fulfills their duties. If your children or family live in such a way, they will forever remain second-rate.

Let’s try saying, "If I were the owner." Let’s encourage thinking from that perspective. Let’s make efforts to teach and communicate through role reversal and empathy. Supervisors and owners must take responsibility for the proper growth of employees. Education through work is powerful and persuasive.

Kim Scott, who has worked at Google, YouTube, and Apple, recently published a book titled Radical Candor (translated as Silicon Valley Team Leaders), where she says "constructive criticism is a gift in the workplace." She urges team leaders to distinguish between "autonomy" and "neglect." Some say this is difficult in Korean workplaces and is a story from a distant country. However, with sincerity, it is possible. This is based on the author’s 40 years of experience in large corporations, small and medium enterprises, sole proprietorships, public interest corporations, and educational settings.

About three months ago, my youngest daughter was seriously injured in a traffic accident. The car was totaled, and the other party was 100% at fault. Fortunately, there were no visible physical injuries. Although she could have been hospitalized for about a month, she asked, "Should I take a leave of absence or receive outpatient treatment?"

I replied, "There are pros and cons. Think about it from the perspective of company executives, team leaders, and colleagues." Since then, she has been quietly commuting for outpatient treatment. I worry about aftereffects, but...

Park Chang-wook, CEO of Korea Knowledge Leader Association (Secretary General of Daewoo Global Management Research Association)

◆What is 'Nudge Leadership'?

- 'Nudge Leadership' is not about coercive or directive oppression but about leading organizational or personal change through small, gentle interventions or motivation. It also involves improving human relationships through small personal changes and transforming oneself into someone others want to follow. Ultimately, it injects creativity and passion into organizations or relationships, creating new value and happiness.