Our Philosophy on “Work Motivation”

“How to enhance employee motivation” is a challenge many companies have faced for a long time, and the market is filled with books and training programmes discussing various motivational and incentive methods. However, we believe that what truly matters at work is not work motivation itself.

1. The Inherent Instability of Work Motivation

Human emotions and personal states are naturally influenced by various aspects of daily life. Difficulties in one’s private life, health issues, or interpersonal conflicts are entirely normal occurrences that cause work motivation to fluctuate.
However, what customers care about are “results” and “service quality.” To a customer, these personal circumstances are outside the scope of consideration; their focus remains consistently on the results and the quality of service provided.

2. Inspiration from a Legacy Restaurant in Taiwan: The Embodiment of Professionalism

On the streets of Taiwan, you will find many legacy restaurants that have been in business for decades. In these shops, you often see the same auntie standing in the exact same position for years.

She isn’t necessarily exceptionally friendly or warm, nor does she give off the impression of being “particularly motivated today.” Sometimes, she might even sigh and say, “We’re so busy today; I’m exhausted.”

1. Yet despite this, she consistently achieves the following:

• Never making a mistake with an order.
• Maintaining a consistent flavour, every single time.
• Serving dishes swiftly and with high efficiency.
• Recognising the faces and preferences of regular customers.

Consequently, the shop remains bustling with customers every day. She likely wouldn’t claim to possess any grand “sense of professionalism”; she simply completes the tasks that need to be done, and does them well.
We believe this is the true embodiment of professionalism.

2. Emotions and responsibilities should be kept separate

Whether you like your job or how you feel today should be viewed separately from the following matters:

• Whether you have fulfilled your assigned roles and responsibilities.
• Whether you have upheld the minimum standards for quality and commitment.

This is not to deny the existence of emotions, but rather to emphasize that one cannot abandon their roles and responsibilities because of them. This commitment is exactly what we define and value as professionalism.

3. Prioritising “Trustworthiness” Over Motivation

We do not require everyone to be overflowing with passion or to maintain high morale at all times. It is perfectly fine if you don’t particularly “love” your work; it is also not a problem to have days when you are not at your best.

1. Trust is built through the accumulation of stable and predictable behaviour

However, what we do value is:

• Whether you honour your commitments.
• Whether you maintain consistent quality.
• Whether you exercise judgment that does not adversely affect others.

In the long run, trust is forged through the accumulation of these stable and predictable behaviours.

2. Professionalism is not left solely to personal self-awareness

Motivation comes from within the individual, but a professional way of working should be cultivated and supported by the organisation.
To achieve this, we place particular emphasis on the following three points:

• Clear role positioning and judgment criteria.
• Persuasive design of objectives and scope of responsibility
• Role models who can practically demonstrate this attitude in daily work.

The hope is to maintain stable work quality through systems and environment, rather than relying on individual willpower.

Ideal Profiles and Counter-Indications

This idea may seem somewhat strict. To some, these values might be perceived as “cold,” “rigorous,” or “impersonal.” However, we believe that since services are provided and compensation is received, one should take full responsibility for their role. This has nothing to do with culture or nationality; it is the fundamental attitude toward work.

These values are not suitable for everyone, which is why we choose to state them clearly upfront.

Just like the staff at long-standing traditional restaurants in Taiwan, there is no need for flowery words; simply by consistently fulfilling one’s role, trust can be built over the long term. What we aim to create is precisely an organization where such a work attitude can be properly valued.

If you also agree that—
“Work is not always easy, but one does not escape their role”
“Being willing to take responsibility for one’s choices and work”

Then, our environment may be very suitable for you. We welcome you to join us in confirming whether our values are aligned.