SOOP ESG2023

SOOP is promoting diversification of work forms to help employees balance work and life. SOOP enacted a work-from-home policy in 2022 and expanded it to a flexible work policy in January 2023, introducing the selective work hours system in addition to the workfrom-home system.

Flexible working hours are a work system that allows employees to fulfill the total number of hours they are required to work by flexibly scheduling their arrival and departure times within the permissible work hours, except for core hours, which are the hours when all employees are required to work for collaboration and meetings. The system applies to all employees.

Based on employee feedback gathered during the pilot of the selective work hour system, we have streamlined and improved our operational standards and procedures to be more employeecentered, including simplified work applications, weekly work schedule registration, and uniform changes to work schedules. Through these improvements, we aim to help employees pursue a more proactive and planned life, improve job satisfaction, and increase work efficiency.

Flexible Work Hour SystemPermitted Work Hours(07:00-22:00)

SOOP introduced SOOPER-WORK, a workcation program to provide a working environment that combines work and rest. The program was first operated as a pilot program in 2023 and was officially introduced in March 2024. SOOPER-WORK is available for projects that require a high level of focus or when intensive collaboration and networking among TFs and departments are required. Through SOOPER-WORK, employees can get out of the Metropolitan Area and work in hotels and workspaces in Gangwon-do or Gangneung to strengthen teamwork and enjoy relaxation at a resort during their free time.

Workcation Place - Lodging and Workspace

SOOP respects the dreams and visions of its employees and aims to create a free-flowing work environment based on mutual respect and individual competence to encourage each person to strive to be the best in their field. Through eTown Hall, nickname system, and internal idea contest, we are creating a culture where employees can actively express their opinions, empathize with each other, and try new things.

SOOP conducts quarterly eTown Hall meetings to bring the CEO and all employees together to discuss company issues and ways to improve. The eTown Hall meetings are accessible through SOOP’s online platform and are open for all employees, including those at SOOP’s subsidiaries. During the eTown Hall, the CEO answers questions directly from employees via real-time chat and actively engages with them. He also shares the company’s direction and emphasizes the importance of each employee’s role in achieving organizational goals. The eTown Hall meetings take place in real time and are available via replay links for employees who are unable to attend, ensuring they stay informed.

eTown Hall Meeting

SOOP runs an internal contest to accept and incorporate employees’ creative ideas into the business. Through the corporate venture system ‘SEED,’ new ideas from employees are selected by internal vote in the first and second halves of each year. Winners of SEED are involved in the entire process, from planning to service launch. This presents a significant opportunity to deepen their understanding of their work and pursue personal growth by turning their ideas into reality. In 2023, though internal idea contest for the SOOP’s expansion program, we could adapt fresh ideas for new service features such as ‘Public Opinion Reader,’ ‘Scream Helper,’ ‘Chat.Bot,’ and ‘Draw Board.’ We aim to foster a creative organizational culture and discover new growth opportunities by continuing our internal contests.

In order to create a horizontal organizational culture, SOOP employees uses his/her own nickname regardless of his/her job title. This is a system to promote active communication, where everyone feels comfortable calling each other by their nickname and can freely express their thoughts without fear.

In 2023, we changed the design of our business cards for the first time since the company’s founding which was a response to suggestions from long-term employee meetings in 2022. With changes, we improved our business card designs to include two versions: a classic version and a design version that allows employees to include a character or nickname to represent themselves. With nicknames such as “pro gamer,” “social butterfly,” “Busan man,” “talkative,” and “ENTP,” we want our employees to express their personalities and effectively communicate our brand and expertise.

While we temporarily discontinued the design business card option after our company name change to SOOP, our employees were very happy with design version, with nearly 60% of those who applied for business cards in 2023 preferring it. we will continue various efforts to promote a culture of freedom and individuality.

SOOP operates various welfare programs to attract and retain talented employees and increase employee satisfaction. To maintain a healthy workplace culture, we continuously improve the working environment and partner with major hospitals to support health checkups and medical expenses, as well as psychological counseling programs for stress management.

In addition, we have introduced various childcare programs such as childcare hours to support employees’ family life and operate a daycare center at our Pangyo headquarters. We also provide financial support such as pensions and severance pay for retirement preparation, insurance, and congratulatory/consolation money.

SOOP will continue to improve its welfare system to increase employee satisfaction and strive to create a corporate culture where the company and the employees grows together.