Seven Things That Grind My Gears...

In this Reiwa era, I feel like more people don’t know their place. I wonder if this is just my own assumption. I pride myself on having a positive mindset, so I don’t feel I’m just being paranoid. It’s closer to a lament based on facing reality. That said, worrying about such things makes life less enjoyable, so unless it’s something serious, I try not to think about it. Therefore, in writing this article, I took a quick look back at what exactly annoys me. They’re all trivial things, but even just thinking about them still gets me riled up. Even if I tell others about this reality, nothing will probably change. That itself might become yet another source of annoyance.

First, at the top of the list is the increasing number of people who don’t greet others. Even if they do greet someone, they just mumble and you can’t hear their voice. They probably never said things like “thanks for the meal” or “I’m home” to their family either. There should be courteousness even among close relationships. At a company, even if you’re not close, isn’t it normal to smile and greet the chairman when you see them—or is it old-fashioned of me to think that way?

What particularly bothers me is when people who leave the company do so without even saying goodbye, disappearing softly like mist or clouds. I’ve personally taken care of quite a few employees over time. However, when it comes to resigning, recently more and more people just leave silently. Is this also a trend in society? Perhaps I am now living in a society where even duty, compassion, and courtesy have faded. It’s a sad thing.

The second thing that annoys me is encountering an atmosphere where people act as if it’s only natural for things to be done for them. When they were young, their mothers probably did everything for them—cooking, laundry, cleaning, and more. It’s no wonder they never developed the habit of expressing thanks. Has it become normal to take things for granted? That’s why even if I have to pick up the trash, it just ends with, “Oh, he’s doing it.” There are no young people who will take the initiative. Even when someone is carrying something heavy, no one offers and says, “I’ll carry that.” At best, they just watch with mild curiosity, thinking, “The owner is strong.” This too is a disappointing reality.

The annoyance still continues. The next thing that pains me is being criticized by employees who know nothing about company management, saying, “The chairman keeps changing his mind.” It’s unnecessary to worry about such criticism from employees who lack knowledge and experience and cannot possibly understand management, sales policy, or strategic thinking. However, a critical atmosphere within the company is not desirable. In reality, it’s not that my way of thinking changes constantly, but rather that I move forward with flexible, quick decision-making depending on the situation. I have all the necessary information, so I can make decisions. For example, if the weather forecast says it will rain, I instruct, “Prepare an umbrella.” If the weather suddenly changes and becomes sunny, I then say, “You don’t need an umbrella.” Seeing that, if someone criticizes, “You said we needed it earlier, and now you say we don’t,” that simply means they do not understand the situation. I have an issue with employees who have become accustomed to criticizing. They are unaware that they themselves are creating a negative atmosphere. This also leads to my annoyance.

The fourth annoyance is that there are more employees who can no longer listen to others. Even when I’m speaking, some people start by disagreeing. Even when time is taken to explain based on experience, it has become more common to hear responses like, “No, that’s…” In other words, they are used to asserting themselves first, rejecting the other person’s words before stating their own opinion. This too is uninteresting. It’s not that I refuse to listen to employees’ opinions. However, as a prerequisite, I would like them to first listen to the words of those who came before them. Is it also a social phenomenon that some people now openly argue back to the chairman without hesitation?

This leads to the fifth annoyance. Even though being a founder does not matter if you are not popular with employees, I still do not give up and frequently speak to employees and invite them to meals. In a company with 25 billion yen in annual sales, I take pride in the fact that there are probably very few chairpersons in Japan who spend this much time eating meals with employees while engaging with them closely. It might even become a Guinness World Record.

However, there are actually many employees who decline those invitations. Even though I am somehow forcing out time from an extremely busy schedule while juggling multiple roles, that feeling does not seem to get across. They casually refuse by saying, “I have something to do…” If this were President Yanai of Uniqlo or Chairman Son of SoftBank, or even the Emperor, would they refuse? In the end, it probably means I lack appeal or I’m seen as someone insignificant. It is truly sad that such people who lack common sense are increasing. Therefore, I have come to think that it is best to give up and step aside, believing it is not my place to be involved.

After writing this far, it even starts to feel troublesome. I am once again realizing just how many annoyances there are. There is still more. The sixth annoyance is the prevailing trend in which people can no longer be reprimanded. Since a company is a gathering of people, errors are inevitable. Those mistakes must be pointed out and corrected. However, there are still employees who repeat the same mistakes. In the past, they would have been reprimanded, but now that can be interpreted as power harassment, and as a result, there are almost no cases of supervisors scolding their subordinates. I also have fewer opportunities to directly reprimand others. Even so, when someone continues to repeat mistakes, I have no choice but to deliberately strengthen my tone and provide guidance myself.

Reprimanding someone only works because there is a desire for them to grow. If you consider someone irrelevant, there is no need to get involved so no friction arises. Therefore, employees who are never reprimanded could also be said to be missing opportunities for growth. However, in reality the opposite is happening, and there is a tendency where those who reprimand others end up at a disadvantage. When someone reprimands, they are viewed negatively, as in, “That person is getting chastised again.” Even as chairman, I am also subject to that same perception. Being criticized despite engaging with others out of a desire for their growth is truly frustrating.

Finally, the seventh point. There is an increase in employees with self-satisfied, self-indulgent attitudes, and a lack of willingness to absorb and learn important things. There are almost no people who try to learn from me. As a result, unless I intervene, each person seems to be quietly doing only what they want to do. A company has a history and the wisdom of those who came before. It’s important to understand that and then look toward the future. Is it now just a dream to have people who can honestly say, “Please help me learn from you”? When I see people falling into self-satisfaction despite lacking real capability, I feel a sense of loneliness along with irritation. That is why I try not to think about it.

At this point, it’s no longer the time to complain. If, hypothetically, Japan’s population becomes zero in 500 years, then history itself will come to an end. Sound House would be no exception, because it would be a world where no one longer exists. If that is the case, all we can do is enjoy the present moment. We have no choice but to accept the irritations. We must close our eyes and follow “see no evil, speak no evil, hear no evil.” However, when I go to the company, various things inevitably come into view. That is why I feel I no longer want to go to the company. I cannot help but think so, and I find it regrettable. The battle with becoming irritated is still ongoing.