Culture
Since its founding, Macromill has had as one of its missions “to create a place where employees can challenge their own potential,” and has promoted support and culture building to achieve this goal. The following four cultures are a collection of the "Macromill character" as perceived by our employees themselves, and they are commonly found in various policies and systems within the company.
A Culture of Freedom and Challenge
Macromill has a culture of enjoying change and growth. We place importance on thinking things through from new perspectives without being bound by preconceived notions, and on actually taking action rather than just thinking.
Our Open In-house Magazine "Millcomi"
ReSTART in August 2024 as an open in-house magazine (Web version) that connects the Macromill Group and society!
Public Transfer System
We have created an environment in which each and every employee can raise his or her hand for open positions of his or her own volition and proactively develop his or her career. Once a year, a wide range of more than 50 positions are offered, and each employee is free to apply for them based on his or her own aptitude and career vision. We also value a sense of speed that encourages employees to take on new challenges, as they can begin working at their new position three months after passing the internal selection process.
MM-1 Grand Prix
This is an internal competition in which participants present projects that have led to solutions to customer issues through deep recognition of their challenges and optimal proposals, as well as new challenges to improve productivity and CS. Individuals or teams are nominated, and winners are selected through presentations. The competition is more than just an award; it is an opportunity to praise free ideas and challenges, and to enhance each other.
Novelty
As part of our communication activities, we produce original goods every year that are freely conceived and give shape to Macromill's thoughts and ideas. We place great importance on conveying our gratitude to those who have taken care of us on a daily basis, as well as on providing enjoyment to the recipients as a challenge to deliver surprise and fun.
A Culture of Mutual Respect and Admiration
There are various commendation systems and initiatives in which employees honor each other, and the company is filled with words of gratitude and voices of joy together at the successes of those around them. We value teamwork, and by working together across company, department, and nationality boundaries, we are able to increase the speed at which we promote our business.
Company-wide MVP Awards
Every six months, at a gathering of all employees, we present awards to employees who embody the Macromill Group Values and have performed well.
Gratitude Program
Once every three months, all employees send comments of appreciation and praise to each other in a ”Tataete-Mill” program. Although voluntary, many employees participate each time. Each department also has its own system for sending comments of appreciation, and a culture of mutual admiration is firmly established.
Open Culture
We value the openness that comes from mutual respect that transcends organizational structure and hierarchy. We believe it is important not only to create a forum for the exchange of opinions on business matters, but also to foster an atmosphere and create an environment in which everyone can express their opinions and ideas.
OpenTalk
This event is designed to deepen each employee's understanding of the Macromill Group's businesses and projects. Employees participate online in panel discussions led by management, and questions and answers are accepted and answered in real time.
Family System
This is a unique mentor-mentee system to support new graduate employees in their working life at Macromill. Each new graduate is accompanied by a senior staff member from another department, who groups them into one "house" of two or three pairs each and deepens their interaction through house activities.
MillCir
This is a system that supports circle activities among employees that transcend the boundaries of departments and job levels. If a certain number of people gather, a new circle can be established.
Web in-house magazine "NOW"
This is an internal Web-based newsletter for employees that delivers the “now” of the Macromill Group. It provides daily news, activities of various departments, and employee activities. It is updated daily to ensure that fresh information is always shared and to promote openness.
A Culture That Supports Employee Growth
Various growth support systems are in place to enable employees to challenge their own potential and improve their skills toward the career they envision.
Systematic educational programs
Starting with "new graduate induction training" to solidify the foundations of working adults, training is provided for each job category. In addition, we also offer "position-specific training" for mid-level employees and managers according to their roles and career steps, providing opportunities for systematic learning.
My Job
The event is an opportunity to hear about the work of employees selected by the committee, their approach to achieving results, and their stance on their work. The presenters themselves can use the event as an opportunity to look back on their progress and realize their growth, and participants can also gain new insights into their own careers and work styles.
Talent Management System
We have introduced a system that allows employees to visualize their past experience and skills, and view what kind of jobs and roles are available within the company. The system is also linked to the public transfer system, and is used for self-understanding and career development.