Over 80% Experience Job Satisfaction and Growth Opportunities: A Closer Look at the Environment that Empowers Our Talent
In our annual stress survey conducted for all group employees, we have consistently achieved high scores across numerous items, including job satisfaction and growth opportunities. In this article, we explore the factors behind these results, including why our people can approach their work with such high motivation, and how we have cultivated a culture that empowers our talent to excel.
Contents
Engagement Data Shows High Levels of Job Satisfaction and Growth Opportunities
Building a Culture Where People Can Do Their Best Work
Engagement Data Shows High Levels of Job Satisfaction and Growth Opportunities
In the FY 2024 stress survey, 87.6%1 of employees said their "work is satisfying." We've held this high score—over 85%—for more than five years. This number blows past the national average; a 2024 PwC survey *2 found only 33% of Japanese employees feel their job is "demanding but fulfilling." We also saw great results in growth opportunities and workplace relationships, which show that our culture of backing our employees' ambitions is paying off.
*1 Percentage of 6,265 stress check respondents who answered "Agree" or "Somewhat agree" to the question, "My work is satisfying (I have a satisfying job)."
*2 PwC's "Global Workforce Hopes and Fears Survey," which surveyed employees in 50 countries and territories.
*3 The results are from the FY2024 stress survey taken by our group's full-time, fixed-time, and contract employees enrolled in social insurance.
Building a Culture Where People Can Do Their Best Work
Since day one, we've been built on a core value: "autonomy and accountability." Our guiding principle is that people are most engaged and motivated when they are empowered to pursue their own goals and ideas. With that in mind, our HR strategy is built on four pillars: Recruiting, Talent development, Energizing the organization, and the Right person in the right position. Through countless initiatives, we've created an environment where people can unlock their potential and perform at their best, fostering talent that can make decisions and drive progress independently.
An Environment that Encourages Challenge and Growth
One of our key characteristics is the active implementation of measures to enhance psychological safety and increase communication among employees, such as subsidizing social gatherings and establishing cross-functional organizations. We also deliberately create opportunities for frontline employees to interact with executives. We believe that improving the quality of internal relationships and building trust ultimately has a positive impact on business performance.
Our mission statement also makes it clear: "Second chances for those who challenge and fail." We have many cases of people who worked on a subsidiary or new business that didn't pan out, being seen as having gained priceless experience and then tapped for an even bigger mission. This idea that people grow through failure is deeply ingrained, fostering an environment where people aren't afraid to take on new challenges. We believe this is why we see such high scores for questions like, "I have the opportunity to develop my strengths at work" (81.2%) and "I have a chance to recover even if I fail" (91.1%).
Company-Wide Reskilling = Opportunity for All
In 2023, to go all-in on generative AI, we rolled out a reskilling program for every single employee. Around 6,200 people, including executive officers, took part. We also ran advanced courses for our tech engineers and held a "GenAI Utilization Contest" with 10 million yen in prize money. Our employees now use the tools created from this contest, engaging with the latest tech every day to push our business forward and work more efficiently. This is how we're boosting our entire company's competitive edge.
Our development teams started rolling out AI support tools like GitHub Copilot back in April 2023. Just 1.5 years later, AI now handles about 40% of our development workload. To push the AI skills of our 1,200 engineers even further, we started giving each of them a $200 per month stipend for AI development agents in June 2025. This lets every engineer choose and use the AI agents they want, for work or personal projects. We believe that giving people an environment to grow based on their own interests and drive is the best way to boost our AI skills and, in turn, our business.
We're pushing generative AI across the entire company while also largely investing in the Media & IP business as our long-term growth engine, which means we're focusing on creating new IP.
A sense of purpose is an essential component of job satisfaction. We believe that our employees' high level of satisfaction and pride in their work stems from their empathy with our company's future vision and our Purpose—"To break through stagnation with new power and the internet"—and their ability to feel that their personal growth is directly contributing to the company's evolution and business success.
We continue to focus on empowering our talent and strive to enhance the environment that supports their success, who are the driving force behind our business expansion.
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Leadership Transitions: The Handover from the Founding President to the Second Generation
The founder and president of CyberAgent, Susumu Fujita, announced his intention to step down and began grooming a successor in spring 2022. After selecting 16 candidates and a preparation period spanning three and a half years, we announced our next presidential candidate on November 14, 2025. This matter is set to be officially approved at the 28th Annual Shareholders Meeting on December 12, followed by the Board of Directors meeting. We spoke with current president Susumu Fujita and incoming president-designate Takahiro Yamauchi about this transition.
