Individuals who possess a strong sense of responsibility, a willingness to reflect on and rectify mistakes, the ability to optimise their own schedules, and a proactive mindset are the professional employees we seek!
1. Ownership and Timely Execution
Sense of responsibility is a fundamental concept and practice that every professional should possess. However, perceptions of accountability can vary; one party may feel they have fulfilled their duties, while another may find it insufficient. To prevent such gaps in perception, we have outlined our expectations regarding a strong sense of responsibility below.
Our definition of “Responsibility” entails completing tasks within the agreed deadline, ensuring the final output meets the expected quality and requirements established during the briefing. For us, behaviours such as “overdue completion or delayed delivery,” “finishing on time but with rushed, substandard work,” or “merely evading accountability when problems arise instead of providing solutions” are considered irresponsible. Such actions not only cause inconvenience to colleagues but also negatively impact the company’s overall operations.
If our internal staff were to describe what demonstrating a sense of responsibility looks like, it would be as follows:
- “Work is completed on schedule while maintaining output quality, ensuring no negative impact on the progress of others or the team.”
- “Complete the day’s essential tasks before clocking out, and take full ownership of problems instead of shunning responsibility.”
- “Be accountable for daily tasks and project progress, without shirking responsibilities or adopting a ‘let it rot’ attitude.”
- “Complete assigned tasks before the deadline, take full ownership when errors are discovered, and never shift the blame onto others.”
Take full responsibility for performing your own duties effectively. When errors or failures occur, have the courage to take ownership and resolve them. Fundamentally, as long as you can face your mistakes, learn from them, and prevent their recurrence, failure is permitted within our culture (provided, of course, that it is not a catastrophic failure resulting in excessive loss).
If you desire to work with colleagues who embody this definition of responsibility, and you possess these qualities yourself, then we warmly welcome you! Here, you can focus your energy and mental efforts on technical troubleshooting or client engagement, supported by teammates who provide mutual assistance. We dislike toxic work environments just as much as you do.
If tasks are left unfinished with excuses such as “The timeline was too tight; it was impossible to complete,” or “Today is the deadline, but it’s already time to clock out, I’ll do it tomorrow,” work delays become inevitable. This ultimately hinders the progress of other colleagues. Therefore, we do not wish for our team members to lack a sense of responsibility. This, of course, is based on the premise that we do not assign unreasonable workloads; should an unreasonable workload be assigned, that is a management issue to be addressed.
2. Embracing Mistakes for Self-Improvement
Outstanding talents are not those who avoid trying out of a fear of failure, but those who are able to grow from every setback and mistake. They face errors head-on, strive to devise solutions, and ensure improvements are implemented to prevent recurrence. If one can grow through failure and learn how to avoid it in the future, such experiences are invaluable to us.
Those who know how to face errors and practice self-reflection will often evaluate their own performance by asking: “Which parts of the plan were insufficient?”, “Are there any undetected flaws?”, and “Was the execution method or timing inappropriate?” This allows them to further optimise work processes and workflows, establishing a mechanism that progressively minimises errors.
Conversely, individuals who are “unable to face errors and practice self-reflection” typically exhibit the following behaviours:
- Denying errors. When a mistake occurs: “Does it really matter if I did it this way? It shouldn’t be a big deal!”
- Making excuses when errors occur: “I was too busy that day, so I missed it…”
- Shifting blame to others: “This isn’t my problem; it’s because they didn’t verify it…”
- Merely complaining or remaining stuck in frustration without attempting to find a solution, leading to the same mistakes being repeated over and over.
Such behaviours are unacceptable to us, and we find it impossible to work with individuals who exhibit them. Our team members do not evade or shun responsibility when facing problems; instead, they focus on finding solutions and implementing improvements. If someone who refuses to face their mistakes or practice self-reflection joins us, they will only have a negative impact on the team, making it impossible for colleagues to entrust them with tasks confidently.
3. Time Management and Professional Dedication
Since a standard workday consists of only eight hours, we expect all employees to be self-disciplined and diligent individuals who can complete their required tasks within the allotted time to ensure they can clock out on time whenever possible. A self-disciplined professional should be able to “manage their own actions while remaining focused and dedicated to their work,” as demonstrated below:
1. Maximise every minute of your working hours, remaining fully focused and dedicated to your tasks
Stay focused during working hours and complete today’s tasks within the day, striving for maximum output within the allotted time.
A focused professional is self-disciplined and refrains from engaging in non-work-related activities during working hours. This includes personal matters such as browsing Facebook, checking WhatsApp, online shopping, or organising group buys, as well as any other behaviours unrelated to their professional duties.
2. Focus on your designated responsibilities and execute them with practical action
Once a goal is set, put it into practice immediately. Maintain a clear grasp of your “essential priorities” at all times and take decisive action to execute them to completion without delay.
For example, once a KPI has been established or a task has been assigned, you must seize the time to execute and complete it promptly. Maintain full concentration on the set objectives and refrain from engaging in unrelated activities.
3. Proactively arrange your own schedule and adhere to it consistently
Be capable of pre-scheduling tasks and plans, effectively utilising the eight-hour workday to ensure tasks are executed with logical order and sequence. This systematic approach minimises the risk of oversight. For instance, by implementing to-do list management and adhering to your self-arranged schedule, you can ensure every necessary task is completed efficiently.
4. Proactive Reporting and Problem Resolution
In addition to the aforementioned qualities of responsibility and self-discipline, we place a high value on “proactivity.” Those who passively wait for instructions often miss out on key opportunities, whereas proactive individuals ensure smoother team operations and achieve faster growth by embracing challenges. In our view, being proactive encompasses the following dimensions:
1. The habit of proactive reporting
While executing delegated tasks, you should take the initiative to inform your supervisor of the progress, status, and process—do not wait until you are questioned or when a problem arises to report. Upon reaching a milestone or completing a task, it is even more critical to proactively report the results. This is especially important during the early stages of a new project, where frequent reporting to your supervisor is highly recommended.
Proactive reporting allows supervisors to stay informed of progress and confirm that tasks are proceeding as planned. By providing regular updates, any errors that arise can be identified and corrected immediately with the supervisor’s assistance. Conversely, a lack of communication often leads to errors being discovered only at the point of submission, necessitating significant rework and wasting valuable time.
2. The initiative to find solutions when encountering problems
When encountering obstacles or unexpected situations at work, take a proactive stance to resolve them. Whether it involves researching data, investing in reference materials, or consulting others for advice, do not let inconvenience lead to passive avoidance or becoming stuck. Problems never resolve themselves; if you do not actively seek a solution, the issue will persist indefinitely.
Furthermore, individuals who demonstrate the initiative to solve problems are perceived as proactive, reliable, and trustworthy employees.
3. Actively seeking opportunities beyond routine responsibilities
When opportunities arise outside of your routine duties—such as company-wide projects or leading event planning—especially when others are hesitant to step forward, take the initiative to volunteer or accept the challenge. Similarly, if a supervisor is meeting with a client or partner, you should proactively ask to join the meeting to observe and learn, even if you are not the primary point of contact.
Actively participating in opportunities beyond your routine responsibilities not only demonstrates your initiative but also allows you to accumulate diverse experiences and significantly accelerate your professional growth.
The above descriptions define the specific qualities of a trustworthy employee at our company. Because the majority of our team members embody these traits, our working atmosphere is distinct from that of many other organizations.
🔅 Extreme Self-Discipline Leads to Extreme Freedom
After reading the detailed descriptions of these traits and behaviors, you might be concerned and wonder: “Is this a company that strictly monitors every single minute and second of its employees’ time?”
In fact, it is quite the opposite.
As we mentioned in the article “Key Qualities and Behaviours We Value in Team Interactions“:
“When everyone can master self-management and support their teammates, we no longer need cumbersome supervision, and the team can move much faster.”
Establishing these standards is not for the sole benefit of the company; rather, it is primarily about giving freedom back to the employees themselves.
For those employee’s who can master their own progress while balancing both “speed” and “quality,” we offer the following work style:
- Location Freedom: You have the autonomy to decide when to work remotely, and you can even arrange to work while traveling abroad.
- Time Freedom: You are free to arrange your own lunch breaks without being restricted by fixed rest periods.
- Results-Oriented: As long as your daily progress is completed with high quality, you are free to finish work early and enjoy your personal life.
We believe that an employee who excels at self-management knows exactly when to recharge and when to sprint. When a project demands it, you will go all out to uphold quality and commitment (including putting in extra hours when necessary to get the job done). In return, the company provides you with total trust and autonomy, allowing you to deliver maximum value in the way that suits you best.
A Message from our CEO
Our company is not the kind of “avant-garde” organization often found in business books—the ones that offer “shocking levels of freedom” that would leave a typical office worker speechless.
Our team consists of both fresh graduates just entering the workforce and experienced employees who have long specialized in routine operational tasks.
Therefore, when it comes to systems and regulations applicable to all employees, our approach remains relatively conventional and pragmatic.
This is not because we do not believe in freedom; rather, it is because the company must maintain fundamental fairness and order among members at different levels of maturity and stages of professional development.
However, there is one point I would like to make very clear.
For those team members who have already established trust with their superiors and colleagues through the behaviours and attitudes described on this page, we are prepared to offer greater freedom and flexibility.
We have consistently strived to maintain the overall quality of our workforce; however, to be honest, “completely unacceptable” violations of common sense still occur on occasion. Rather than granting freedoms based on goodwill only to repeatedly revoke them when violations arise, we have chosen a more realistic and sustainable path—
Treating “freedom” as a privilege, granted only to those who have proven to be trustworthy.
In other words, freedom is not a right guaranteed to everyone from the start, but a result earned step-by-step through long-term responsibility, self-discipline, a collaborative attitude, and proven results.
Currently, the privileges provided by the company—applicable only to eligible team members—include, but are not limited to, the following:
- Flexible lunch breaks (choice of 60 or 90 minutes)
- Flexible start and return times for lunch breaks
- Flexible arrangements for remote work / working from home (WFH)
- Eligibility to leave early upon completion of daily tasks
- Higher annual leave entitlement
- Flexible arrangements for overseas remote work (related expenses to be borne by the individual)
These are not “benefits,” but rather a form of recognition for team members who demonstrate high levels of self-discipline and trustworthiness.
If you are reading this and thinking, “I accept these standards and am willing to hold myself to this level of accountability,” then this is likely to be a workplace where you can work with peace of mind, build a long-term career, and avoid emotional burnout.
– Tanaka, CEO