Not "what," but "why"
Wadiz, we are more committed to our “colleagues” than anyone else. And it is none other than us who are shaping theuniqueculture embodied by“Jinguk-i,”our ideal Wadiz employee! We asked ourselves: What do Wadiztruly need? What kind of company would Wadizenjoy working for? What kind of company would make Wadizfeel proud? These questions have evolved over the years.
외부의 좋은 인재를 영입하기 위해 각종 복지제도를 쏟아내고 있는 소위 ‘스타트업 전성시대’에, 와디즈는 ‘진정성과 탁월함’을 갖춘 동료들의 ‘필요’를 채우는 것에 집중했어요. 그래서 최근에 안전, 라이프디자인, 공정한 보상 3가지 키워드로 ‘2022년 <와디즈 베네핏 프로그램>’을 발표했는데요. 그간 와디즈가 함께 고민하고 만들어온 보상/복지 제도와 함께, 왜(WHY) 이런 선택과 결정을 하게 되었는지 소개해 볼게요.
What's changed?
Over the years, Wadizhas continuously refined its rewards and benefits programs whenever we’ve reached major milestones.
Since securing Series C funding in 2019, we’ve revamped our office space alongside our brand relaunch, bringing to life our employees’ “bucket list” by introducing a lounge equipped with massage chairs, an unlimited snack bar, and an in-house café. In addition, we’ve strengthened our self-development support programs, including a two-week “refresh” vacation every three years, shuttle buses to six locations in Seoul and Gyeonggi Province, and subsidies for club activities and book purchases.
In 2021, the company granted stock options to all employees and introduced a flexible work schedule—including the option to choose a start time between 8 and 11 a.m. and the elimination of the fixed-salary system—which helped establish a corporate culture that has garnered high levels of satisfaction.
이코노믹리뷰에 소개된 <직원에게 사랑고백하는 방법>
What's changing in 2022?
이번에 발표한 <와디즈 베네핏 프로그램>은 지난 11월 시리즈 D 마일스톤 달성 이후 기업의 성장을 함께 이끌어온 와디즈인의 더 나은 업무환경과 라이프를 위해 어떤 ‘필요’가 있을지 고민해 발표하였습니다.
For a company that values "WHY," we wouldn't have just done it, would we? We’ve upgraded our platform based on three key concepts: generous “compensation” and “security,” and “life design” for the well-being Wadiz.
First, As part of our Employee Assistance Program (EAP), which provides support when you suddenly face difficulties at work or in your personal life, we enhance your work-life stability through “psychological, financial, and legal counseling” provided by experts, as well as a “group accident insurance” plan designed to ensure the safety of Wadiztheir families.
To give you some background,
Wadizoperates based on the "5 Principles," and the details of these principles are constantly being updated through employee participation.
Wadizfive principles are: ‘We do the right thing. We embrace rapid change and lead the way. We support each other’s needs. We leave a positive impression on our partners and customers. We pursue financial success.’ It’s a striking concept that sounds like a public foundation but ultimately awakens a company’s instincts.”
(Economic Review Article )
Around this time last year, after discussing it together, we established the following sub-items for Principle 1 “Establish safety procedures to assist members in the event of sudden emergencies.”. And now, through this new welfare program, we are able to put this principle into practice.
Second, To support the lifestyle design Wadizforward-thinking Wadiz, we provide “1 million won inWadiz Points annually” that can be freely used in the “Funding” section, and to improve work efficiency for tech professionals, we offer “up to 1 million won annually toward the development equipment of your choice.”
OnWadiz, “How can I design my life to be more true to myself?” —from Wadizwho build the platform to the makers and supporters who use it.
We’re a community that embraces new challenges and is accustomed to investing in and consuming natural, unique products and values.
We’ve decided to provideWadizwith 1 million won in funding points annually so you can design a more fulfilling life through crowdfunding—without worrying about what others think and without any stress!
In addition, Wadizis already providing generous support in the form of top-of-the-line equipment and software to create a better development environment. On top of that, we provide equipment points so that developers can purchase peripherals that suit their personal preferences. From a wide variety of mechanical keyboards to mice that rival those found in PC cafes, we can’t wait to see how our developers’ desks will come alive with color!
Finally, We are offering a “20% signing bonus” to all employees—including new hires joining by June—to ensure a stable work environment and industry-leading compensation.
I actually mentioned this onWadiz once before. (Link) We decided to implement an “All-Employee Signing (Retention) Bonus” because we believe it’s more important to ensure that Wadizhave shared in Wadiz“growth” and “present” are adequately rewarded.
Above all, Wadizgrowth is made possible by Wadizwho give their all every day in their respective roles. Rather than focusing on one-dimensional benefits aimed at attracting talent—a common practice everywhere—we have concentrated on meeting the “needs” Wadizhave built our growth together. As a result, we have naturally evolved to offer a comprehensive compensation and benefits culture that encompasses fair compensation, the safety of our team members and their families, and a fulfilling lifestyle.
We expect this Wadiz benefits program, designed to enhance stability in both work and life, to boost our team members’ sense of pride and foster a culture where everyone enjoys their work. Wadizwill continue to refine Wadizapproach to work and build a culture where we can grow “together” through communication and collaboration!
