Direction of Reform

"The company will pay and encourage them to pursue further training. There won't be any restriction on the direction of that training, as long as it improves their personal quality and fits the requirements of the new positions left open as we expand." Nakayama Takuya tapped the edge of the coffee table. "Then we transfer them to posts that don't demand quite so much from the tides of the times. Logistics support, basic data entry, even corporate culture publicity. We free up the core development and operations positions and leave them to young people who can create direct benefits."

That was tantamount to spending money to buy peace, while also completing an internal change of blood.

Nakayama Hayao pondered for a moment.

"There will be resistance from the board on the budget for this subsidy."

"Once we do the economic accounting, it's clear." Nakayama Takuya had come prepared. "Keeping them in core posts to idle away their work, or even to form factions against younger employees with different ideas, creates hidden costs far greater than this subsidy. It may even produce uncontrollable risks. Settling them properly both preserves Sega's reputation for valuing loyalty and sentiment, and improves overall operating efficiency. The directors are all smart people. They can work out this account."

He paused, then added a real case.

"Last month, an old team leader in the Planning Department who'd been there for fifteen years made a complete mess of a third-party cooperation schedule because he couldn't understand the new project management software. The young planners under him were full of complaints, but didn't dare say it outright. If we fired him directly, what would the old employees in the Planning Department think? When the rabbit dies, the fox grieves. But I transferred him to the archives room, put him