Geumcheon-gu Creates a Happy Workplace with a Horizontal and Flexible Organizational Culture

Listening to Employees' Voices to Improve Unfair Practices and Enhance Communication... Streamlining Protocols to Match the Times for an Efficient Environment... Creating a Workplace of Mutual Consideration and Empathy

Geumcheon-gu (Mayor Yu Seong-hoon) announced that it is operating various measures to create a happy workplace where employees care for and respect each other.

With growing demands from organizational members, especially MZ generation employees, seeking work-life balance, three key initiatives are being promoted: ‘improving unreasonable practices,’ ‘simplifying protocol,’ and ‘creating a happy workplace that is good to work in.’

To improve unreasonable practices, the district fully abolished the lunch rotation system for senior officials in January this year, receiving great support from younger employees. In addition, measures such as ‘refraining from work contact outside working hours,’ ‘avoiding giving rice cakes during personnel seasons,’ ‘using leave without worrying about others’ opinions,’ and ‘creating an autonomous dining culture’ are being promoted.

The district plans to codify the ‘refraining from work contact outside working hours’ through the revision of the ‘Geumcheon-gu Service Ordinance’ in the second half of this year. This aims to guarantee employees’ right to rest by prohibiting work instructions via all communication means such as KakaoTalk, phone calls, and text messages outside working hours.

Employees are allowed to use leave (including early leave and outings) without being asked for reasons, and long-term leave is encouraged during bridge holidays and traditional holidays.

Furthermore, to guarantee childcare rights for employees raising children, the use of childcare time and flexible working hours is actively encouraged. Incentives such as welfare points are provided to substitutes covering for employees using childcare time, fostering a considerate workplace culture.

Through ‘creating an autonomous dining culture,’ enjoyable gatherings for all are promoted. Gatherings are discouraged during evening hours and are held during lunchtime instead, respecting individuals’ willingness to participate. The district is transitioning to various forms of gatherings that promote camaraderie and unity among members, such as attending performances and experiencing leisure sports.

The district is also promoting ‘simplification of protocol’ by significantly revising the protocol manual this year to be practical and easy to apply, minimizing congratulatory and commemorative speeches.

To improve the ‘serving culture,’ senior officials will take the lead in prohibiting excessive protocol and promoting natural protocol, minimizing the number of personnel accompanying and receiving the head of the institution during meetings and events.

The district is making multifaceted efforts to create a ‘happy workplace that is good to work in.’

To protect employees from malicious complaints, the district changed employees’ real names to anonymous on the district office website and removed employee photos from the seating charts installed in front of departments. Since July last year, a dedicated team managing integrated administrative and welfare complaint counters has been established and operated at community service centers with high complaint demand.

To strengthen horizontal communication, the activation of workplace clubs is being promoted. Activity spaces for clubs are provided within the office building, and operational support is increased to foster an atmosphere of autonomous capacity building.

Additionally, an employee health room and the employee lounge ‘Lounge7’ have been newly established and are in operation. In the first half of this year, an outdoor rest area for employees called ‘Sky Garden’ and an etiquette space called ‘Phone Booth,’ where employees can make calls while protecting their privacy, will be created.

Yu Seong-hoon, Mayor of Geumcheon-gu, said, “As the proportion of the MZ generation in public service has recently increased, communication methods must change to help low-ranking officials adapt to the organization, and rigid organizational culture must be improved to unite our strength. Based on mutual understanding and empathy among diverse generations, we will create a happy organizational culture for everyone.”