Enhancing Discretion of Teams as Practical Organizational Operators and Strengthening Inter-Organizational Collaboration
[Asia Economy Reporter Kim Cheol-hyun] Wemakeprice, which abolished job titles entirely last month, has now also eliminated individual grade evaluations. On the 29th, Wemakeprice announced that starting this year, it will abolish the existing individual grade evaluation system and launch the 'WEVA (W Employee Value Add) 1.0' project to foster a culture of collaboration among colleagues.
Wemakeprice plans to develop an optimized evaluation and compensation culture unique to the company together with its members, beginning with version 1.0 of the WEVA project.
The project was planned with the participation of employee representatives (Wonderworks) from the initial stages. Wemakeprice recognized the limitations of measuring individual performance and capabilities using the conventional uniform S-A-B-C grading system and thus abolished individual grade evaluations altogether. Instead, it introduced 'Value Add,' a descriptive mutual coaching method where colleagues praise or suggest improvements during collaboration, focusing on supporting mutual growth among peers.
Considering that this is the first year of implementation, mutual coaching will be conducted once annually in the second half of the year. In the future, the company plans to support ongoing communication among colleagues during collaboration without setting specific times.
With the abolition of individual grade evaluations, the existing compensation system, where rewards were determined by grade, will also be revised. Going forward, the company will decide only the total compensation amount for each organization. The team leader, who is the actual operational authority, will have discretionary power to autonomously determine members' compensation based on team contribution and the company's core values.
In line with strengthening the discretion of team leaders, an upward evaluation called the 'Keeper Test' will also be introduced to allow team leaders to objectively reflect on themselves, balancing their responsibilities and authority. A Wemakeprice official stated, "To create a Wemakeprice culture that is good to work in together with our members, we plan to continuously develop WEVA 1.0 based on members' feedback."
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