[Event Report] Early Cross employee volunteer team completes Mizuho PayPay Dome Relay Marathon 2026
Early Cross participated in the Mizuho PayPay Dome Relay Marathon 2026 with a volunteer team of employees. Originally started as a welfare initiative, the activity functioned as team building that demonstrated employee agency and significantly contributed to improved organizational engagement.
📋 Article Processing Timeline
- 📰 Published: May 28, 2026 at 08:30
- 🔍 Collected: June 1, 2026 at 00:49 (88h 19m after Published)
- 🤖 AI Analyzed: June 1, 2026 at 23:56 (23h 6m after Collected)
Early Cross (Headquarters: Fukuoka City, Fukuoka Prefecture; Representative Director: Masaya Hanashiro), which provides design and implementation consulting for corporate-type Defined Contribution (DC) pension schemes and asset formation education for employees, participated in the Mizuho PayPay Dome Relay Marathon 2026 held on Saturday, May 16, 2026. A volunteer team of employees ran the full 42.195 km.
Thirteen runners participated from the company's 34 total employees. On the day of the event, full-remote members based in the Kansai region also rushed to the venue to support the operation. Together with family members who joined in the cheering, a total of 16 people took on the challenge as a single team. This initiative, which began as part of the company's welfare program, functioned as an effective team-building event that involved the entire organization.
The initiative was led by volunteer members, who planned and directed everything from the pre-race process to the operation on the day (costs were covered by the company). A survey conducted after the event showed that about 90% of participants felt an increased sense of trust and familiarity with their colleagues and the company, showing that self-initiated activities lead to activation of internal communication.
Amidst growing interest in corporate and employee well-being, this marathon participation was not a mandatory company-led event. Instead, volunteers who wanted to 'take on a new challenge with colleagues' spontaneously stepped up and led the planning and operation. The company respected this autonomy and supported the initiative by covering all participation fees, providing an opportunity to understand each other's personalities beyond daily work.
Real feedback and changes in members:
In a post-event survey (14 responses, 100% collection rate), the real connections and teamwork experienced through voluntary collaboration were visualized through data.
1. What members felt through 'running as a team': The most common sentiment was 'Rejoiced together at the finish line (92.9%),' followed by 'It was something I couldn't experience alone (50.0%)' and 'Felt the same teamwork as at work (50.0%).'
2. Satisfaction: 100% of participants responded that they were glad they participated.
3. Changes in feelings toward working at the company: 85.7% of all members reported a positive change in their feelings toward working at Early Cross, with 64.3% stating they 'love the company more or feel prouder of it,' showing it was a major catalyst for deepening organizational attachment.
Representative comment:
'The corporate-type DC system we support is a mechanism that supports 'economic well-being' to resolve future financial anxiety. However, for employees to truly exert agency at work, multifaceted fulfillment including physical/mental health and good relationships is essential. This relay marathon challenge was originally a welfare program, but became a very effective team-building opportunity.'
Thirteen runners participated from the company's 34 total employees. On the day of the event, full-remote members based in the Kansai region also rushed to the venue to support the operation. Together with family members who joined in the cheering, a total of 16 people took on the challenge as a single team. This initiative, which began as part of the company's welfare program, functioned as an effective team-building event that involved the entire organization.
The initiative was led by volunteer members, who planned and directed everything from the pre-race process to the operation on the day (costs were covered by the company). A survey conducted after the event showed that about 90% of participants felt an increased sense of trust and familiarity with their colleagues and the company, showing that self-initiated activities lead to activation of internal communication.
Amidst growing interest in corporate and employee well-being, this marathon participation was not a mandatory company-led event. Instead, volunteers who wanted to 'take on a new challenge with colleagues' spontaneously stepped up and led the planning and operation. The company respected this autonomy and supported the initiative by covering all participation fees, providing an opportunity to understand each other's personalities beyond daily work.
Real feedback and changes in members:
In a post-event survey (14 responses, 100% collection rate), the real connections and teamwork experienced through voluntary collaboration were visualized through data.
1. What members felt through 'running as a team': The most common sentiment was 'Rejoiced together at the finish line (92.9%),' followed by 'It was something I couldn't experience alone (50.0%)' and 'Felt the same teamwork as at work (50.0%).'
2. Satisfaction: 100% of participants responded that they were glad they participated.
3. Changes in feelings toward working at the company: 85.7% of all members reported a positive change in their feelings toward working at Early Cross, with 64.3% stating they 'love the company more or feel prouder of it,' showing it was a major catalyst for deepening organizational attachment.
Representative comment:
'The corporate-type DC system we support is a mechanism that supports 'economic well-being' to resolve future financial anxiety. However, for employees to truly exert agency at work, multifaceted fulfillment including physical/mental health and good relationships is essential. This relay marathon challenge was originally a welfare program, but became a very effective team-building opportunity.'
FAQ
株式会社アーリークロスが参加したマラソン大会は何ですか？
2026年5月16日に開催された「みずほPayPayドームリレーマラソン2026」です。
アーリークロスのマラソン参加はどのような目的で行われましたか？
福利厚生の一環として始まり、結果として社員同士のチームビルディングの場として機能しました。
リレーマラソン参加による社員の意識の変化はありますか？
アンケートで参加者の85.7%が会社で働くことに対して前向きな変化があったと回答し、64.3%が組織への愛着が深まったと回答しています。
株式会社アーリークロスはどのような事業を行っていますか？
中小企業向け「退職金制度（企業型DC）」の設計・導入コンサルティングおよび社員向け資産形成教育を提供しています。
リレーマラソンへの参加は会社主導でしたか？
強制ではなく、有志が自発的に企画から運営までを主導しました。会社は参加費を全額負担する形で支援しています。