Introducing the background of Natura.
How Natura Is Created
Netprotections supports the growth of entrepreneurship and innovation through a teal organization that realizes each member's self-control, fair-distribution, and collaboration, striving to maximize both members' self-realization and social development. By eliminating the sense of competition among employees and nurturing psychological stability, we hope to create an environment where employees can focus on growth and realization more than ever before.
In order not to create competition among members, but to respect creating new value together, we guarantee the environment that anyone can challenge with confidence. In that sense, the basic salary is set as a reward for ability and attitude and bonus is determined by performance.
We not only strive for successful business, but also aim to make a successful story of the teal organization for our mission "Create New Standards."
About Natura
We shifted the purpose of the evaluation from the conventional "appropricate distribution of remuneration" to "support the growth of members." The evaluation is being conducted every half year.
１．Abolish Manager Positions
For a self-controlled, fairly-distributed, and cooperative organization, it is necessary for everyone function as a manager. In this respect, manager positions in which authority and responsibility are concentrated on specific members have been abolished.
２．Flexibity of Catalist (Former Managers)
In accordance with the abolition of the manager positions,
a role called Catalist has been placed in order to manage authority of information, human resources, and budget of each department. However, it is not limited to one person to be a catalist and it is desirable to have about 10% of the number of each team members. Therefore, Catalists can change flexibly for each period. Catalist's mission is not to exercise authority, but to transfer and share the authority as much as possible.
Abolised manager positions and switched to the Catalist system
３．Implement of Band System (1 to 5)
The job positions are not subdivided and integrated with only 5 grades called band. Each member's band is disclosed to all members in order to support growth, fair evaluation, and improving effectiveness. Salary automatically increases within a band to guarantee an environment that every member can challenge freely.
5-graded band system
４．Career Development & Support Talk Sessions
半期で2回のQDS（Quarterly Development Support）が行われます。
QDSとはカタリストまたはカタリストより権限委譲されたメンバーとの面談のことをさし、四半期業績報告と活動方針策定や短中期のキャリアメンタリングをアジェンダとして取り扱います。
５．360 Degree Evaluation
Members evaluate the competencies of the team member in 4 or 5 levels.
Promotion is decided after the coordination among the evaluators.
Individual growth support through monthly DS interviews and promotion decision-making through 360 degree evaluation
