Changing jobs is an effective way for businesspeople to acquire new skills and experience to increase their market value. There is also the risk that their new role or workplace might not be a good fit, which is why people are paying attention to internal job postings: a career-building method employees can use to transfer into an entirely new job at the same company.
One company promoting this way of working is the Digital Garage (DG) Group, which has multiple subsidiaries in a wide range of sectors. We spoke with three employees who have done internal job postings about the advantages of this method and what makes it enjoyable.
Speaker
Assistant manager; Platform Solution Strategy Department; Digital Garage, Inc.
Tsuyoshi Sato
Joined ECONTEXT in January 2010 as a mid-career hire and spent roughly 10 years in sales for new payment solution customers. Was assigned for approximately two years to DG Ventures, Inc., which invests in startups and helps develop their businesses, mainly working in business collaboration. He also spent time in the new business division. Since the end of 2023, he has worked to grow the Platform Solution segment, one of the DG Group’s three main segments.
Manager; Global Alliance Department; Sales Division; DG Financial Technology, Inc.
Leo Shiraishi
Joined Digital Garage, Inc. in 2011 as a new graduate and worked in media incubation, then worked as an account manager at payment service provider ECONTEXT, INC. Returned to Digital Garage, where he spent time as an expat, and gained experience in a wide range of fields including corporate communication, human resources, and other corporate work. Is currently focused in consulting and global partnerships for the payment solution.
Senior sustainability planner; Sustainability Management Office; Corporate Division; Digital Garage, Inc.
Mina Akasaka
Joined D2 Garage, inc. in 2018, where she worked to develop and support startups as program director of the Open Network Lab HOKKAIDO accelerator program. Transferred to Digital Garage’s Sustainability Management Office, where she promotes sustainability management to achieve sustainable growth for the DG Group and improve its corporate value.
Three employees developed skills in varied ways within DG
Based on the purpose of “designing a ‘new context’ for a sustainable society with technology,” the DG Group has developed various businesses, including payments, marketing, and investment/incubation for startups, creating various business synergies. The DG group has implemented a system that allows employees to transfer to completely different businesses or job roles, even if they have no prior experience. Leo Shiraishi, Tsuyoshi Sato, and Mina Akasaka have unique career backgrounds in multiple fields, with distinctive skill sets backed by their extensive experience.
Akasaka: “Through my positions at a startup and major company, I’ve been able to learn about both types of management. Startups work at a fast pace with limited resources, and sometimes they transform their businesses. I’ve seen how they are operated differently than DG, which has major impacts on society and must meet high standards as a listed company.”
Sato: “I think I’ve gained the ability to see how a company is managed through my investment work. I understand the mechanisms of venture investing, including how to interpret financial statements. Thanks to this knowledge, I can smoothly lead my department and segment.”
Shiraishi: “The skills I’ve mastered include partner sales, project management, and business communication in English. I believe I could utilize these skills even outside of the DG Group, and I’m confident they would be useful if I was transferred to a new role in a different business.”
Taking on new challenges based on established Group relationships
What are the advantages of transferring within the same company? For example, compared to traditional job changes, the employee can more smoothly adapt to a new environment and focus on their work.
Shiraishi: “When you transfer inside the Group, you can preserve your relationships in a new role. In general, DG employees work with different departments across the Group, which means you can collaborate with people in the departments you have previous connections with. This makes the transition to your new position easier, and I think it provides inspiration as well.”
Akasaka: “I agree. A major advantage is the ability to try new things while maintaining relationships inside the Group. When I struggled in my new job, I asked past collaborators for advice that helped me overcome those difficulties.”
Sato: “Another advantage is that you come to see the importance of human skills. Most businesses aren’t limited to just one division; they are upheld by many different divisions, including back-office tasks like accounting and human resources. I’ve been exposed to this reality and expanded my perspective through experience in multiple divisions and departments, and today my work is founded on these trusting relationships.”
Diverse Viewpoints: cultivating talent to generate valuable solutions across departments
Sato: “Speaking somewhat abstractly, I think internal job postings make you a more skilled businessperson. Most new hires are highly motivated, but they lose some enthusiasm as they adjust to their environment and role. Moving to a new in-house environment takes you out of your comfort zone and reminds you of your attitude when you were a new employee.”
“I think you can maintain a high level of growth by experiencing several of these transformations, and you become willing to take on new challenges at any time. These human resources have high market value in the DG Group and society as a whole.”
“This provides advantages to individual employees, but the company also receives significant benefits. People who have worked in multiple positions gain profound knowledge of the DG Group’s many assets. For example, a consultant can utilize their payment solution knowledge to offer good value to clients. Because the DG Group is involved in so many sectors, employees who can come up with solutions from a cross-cutting perspective are extremely valuable.”
Young employees aren’t the only ones who benefit from the ability to easily try new things. Internal transfers are also advantageous for employees in their 50s and older, who already fulfill important roles.
Sato: “Young workers respect older employees who are willing to take the initiative to try new things. Obviously, failure is a possibility outside your area of expertise, but you will still be appraised for your willingness to take on that challenge. People can live to the age of 100 today, and they can still make a turnaround in their 50s and 60s. They can also achieve bigger things by continually turning mistakes into opportunities for growth.”
Internal transfers will gain popularity because they offer advantages to companies and employees
Internal transfers are not just a way for workers to improve their skills; all three employees described them as enjoyable experiences.
Shiraishi: “Internal transfers greatly broaden your perspective. I’ve interacted with numerous industries and people in multiple roles, and those experiences are my treasure now.”
“I think that I’ve seen the positive aspects of our company. The employees of the departments I’ve worked with are all great people who do their jobs in a highly professional manner. This showed me how narrow my viewpoint was, and made me realize that it’s important to be aware of the DG Group’s unique qualities, which are mutual understanding and business synergy. I’m motivated by working with employees whom I can respect.”
Shiraishi, Sato, and Akasaka all said they believe more companies will promote internal transfers like the DG Group.
Sato: “I think internal transfers will become a normal part of society. Looking at what has happened in society in the past, I predict that employees will come to hold more power, and that more will focus on finding jobs and positions they want, both inside and outside their current companies. Companies will have to listen to these requests and provide more satisfying working environments. If not, they will be regarded as behind the times.”
Akasaka: “I also expect to see more internal transfers. Companies would benefit from more highly skilled employees with multifaceted viewpoints. Employees can gain new experience while taking on fewer risks, leading to more career choices. I’m sure this system will grow if it provides mutual benefits.”
Ideal career paths utilizing diverse skills and experience
Finally, Shiraishi, Sato, and Akasaka described their future career visions.
Shiraishi: “I want to use my extensive experience and strong interest in business incubation, which I was involved in right after joining DG. In particular, I want to utilize my partner sales experience with global companies to help scale up new business seeds in Japan. I hope to accomplish this in fields outside the payment business, too.”
Akasaka: “My current sustainability work is extremely worthwhile, and I hope to gain advanced skills in this field to become a more valuable human resource in terms of sustainability management. Before transferring, I only knew basic terms like ‘sustainable development goals’ or ‘greenhouse gas.’ Now I understand the true importance of this field that is essential for our future society. I want to expand my knowledge for my own career and to help DG and society grow in a sustainable way.”
Sato: “I want to help build and promote human resource development structures, including internal transfers. Because we have actually changed roles in the company, we understand how it benefits our careers. However, other employees might not understand this. I think this is unfortunate, and I want to share our experience while creating these cultures and structures.”
“Corporate growth is founded on people. I will keep working to create businesses that provide good value to society, and I also hope to build environments that encourage personal growth.”