ASC Tax Corporation Breaks Down Professional 'Siloing' by Utilizing Unipos
ASC Tax Corporation implemented the peer bonus system 'Unipos' to overcome the 'personal store' phenomenon unique to professionals. This has improved their recruitment branding and young staff retention by fostering a highly psychologically safe organization.
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- 📰 Published: April 15, 2026 at 00:30
- 🔍 Collected: April 14, 2026 at 16:01
- 🤖 AI Analyzed: April 19, 2026 at 15:31 (119h 30m after Collected)
Unipos Inc. (Minato-ku, Tokyo), which draws out the power of people and organizations to solve organizational issues, announces that ASC Tax Corporation (Minato-ku, Tokyo), a group of tax and accounting experts, has successfully eliminated the "personal store" phenomenon (knowledge siloing) unique to professionals, improved recruitment branding, and increased the retention rate of young staff by utilizing the peer bonus® Unipos. The corporation has positioned Unipos as a "mental infrastructure" and has evolved into an organization with high psychological safety where employees can praise each other even during busy periods.
Background of Implementation: The Industry-Wide Wall of "Knowledge Personalization" that Professional Groups Fall Into
In professional organizations such as accounting and consulting, tasks tend to be completed on an individual basis. The "personal store" phenomenon, where advanced know-how becomes buried as an individual's "tacit knowledge," has become a major issue.
ASC Tax Corporation also had concerns about the closed atmosphere where people thought, "As long as my work is done, it's fine," amid their busy schedules. Furthermore, this environment became a source of anxiety for job seekers, who worried that "the atmosphere might be too cutthroat to ask for advice." To become a "chosen company" in the recruitment market, organizational transformation was required.
Solution: Making Gratitude and Praise "Open" Turns Individual Good Work into Organizational Assets
In September 2020, the firm introduced Unipos to the entire company, including part-time staff. While managers such as branch managers took the lead in utilizing it, Unipos's unique product characteristic of "not having a reply function" played a major role.
During busy periods such as tax return season, field staff are overwhelmed with massive tasks. Normally, when a message of praise or encouragement arrives from a boss, it tends to create a psychological burden (reply cost) of thinking, "I have to reply immediately." However, because Unipos has no reply function, the receiving side can simply enjoy the joy and recognition.
By "opening up" the gratitude and knowledge sharing that usually ends in one-on-one chats on a timeline visible to all employees, and introducing a system where "there is no burden on either the sender or the receiver," motivation has improved, and the good work of employees has become an asset for the entire organization.
(An actual post sent by Mr. Unozawa, the Yokohama Branch Manager, to a member. The hard work is appreciated while clearly stating that individual effort has become the organization's property.)
Results of Implementation: Resolving Industry-Specific Issues and Fostering a "Non-Isolating" Organizational Culture that Attracts Job Seekers
Through the use of Unipos, remarkable results have appeared mainly in the following three areas.
1. Elimination of "Personal Siloing" and Revitalization of Knowledge Sharing
"Who knows what about which case" has been visualized on the timeline, laying the groundwork for natural consultations and know-how sharing. Individual achievements are beginning to transform into "organizational assets."
2. Strengthening Recruitment Power: Dispelling Job Seekers' Anxieties with a "System"
An "environment that is not cutthroat and where people can help each other" has become a powerful recruiting tool. In interviews, job seekers frequently ask, "What kind of system is Unipos?" and it functions as a symbolic measure that dispels common industry concerns. In fact, new employees have cited the "good atmosphere where one can easily ask for advice," which they experienced during internships, as their motivation for joining. The highly psychologically safe organizational culture built on Unipos directly leads to recruitment success.
3. Retention of Young and Part-Time Staff and Visualization of Contributions
For young employees who tend to feel anxious about whether their actions are correct, the "claps" and "messages" they receive serve as an "answer check" to validate their work, contributing to improved motivation and the prevention of early turnover.
Comment from Mr. Takumi Unozawa, Yokohama Branch Manager, ASC Tax Corporation:
Because work occupies a large part of life, we believe that "room for play (slack)," which allows people to enjoy their work, is important. Unipos, which sheds light on daily contributions, is the mental infrastructure needed to maintain that "slack." We believe that the stance of balancing employee happiness with organizational growth is exactly the investment in human capital required today. We will continue to utilize Unipos to solve issues such as labor shortages and declining engagement, realizing a better organization.
For more detailed information, please see the article below.
The details of ASC Tax Corporation's Unipos support case study can be viewed below.
https://unipos.me/ja/blog/ascinc
About Unipos Inc.
Unipos
Background of Implementation: The Industry-Wide Wall of "Knowledge Personalization" that Professional Groups Fall Into
In professional organizations such as accounting and consulting, tasks tend to be completed on an individual basis. The "personal store" phenomenon, where advanced know-how becomes buried as an individual's "tacit knowledge," has become a major issue.
ASC Tax Corporation also had concerns about the closed atmosphere where people thought, "As long as my work is done, it's fine," amid their busy schedules. Furthermore, this environment became a source of anxiety for job seekers, who worried that "the atmosphere might be too cutthroat to ask for advice." To become a "chosen company" in the recruitment market, organizational transformation was required.
Solution: Making Gratitude and Praise "Open" Turns Individual Good Work into Organizational Assets
In September 2020, the firm introduced Unipos to the entire company, including part-time staff. While managers such as branch managers took the lead in utilizing it, Unipos's unique product characteristic of "not having a reply function" played a major role.
During busy periods such as tax return season, field staff are overwhelmed with massive tasks. Normally, when a message of praise or encouragement arrives from a boss, it tends to create a psychological burden (reply cost) of thinking, "I have to reply immediately." However, because Unipos has no reply function, the receiving side can simply enjoy the joy and recognition.
By "opening up" the gratitude and knowledge sharing that usually ends in one-on-one chats on a timeline visible to all employees, and introducing a system where "there is no burden on either the sender or the receiver," motivation has improved, and the good work of employees has become an asset for the entire organization.
(An actual post sent by Mr. Unozawa, the Yokohama Branch Manager, to a member. The hard work is appreciated while clearly stating that individual effort has become the organization's property.)
Results of Implementation: Resolving Industry-Specific Issues and Fostering a "Non-Isolating" Organizational Culture that Attracts Job Seekers
Through the use of Unipos, remarkable results have appeared mainly in the following three areas.
1. Elimination of "Personal Siloing" and Revitalization of Knowledge Sharing
"Who knows what about which case" has been visualized on the timeline, laying the groundwork for natural consultations and know-how sharing. Individual achievements are beginning to transform into "organizational assets."
2. Strengthening Recruitment Power: Dispelling Job Seekers' Anxieties with a "System"
An "environment that is not cutthroat and where people can help each other" has become a powerful recruiting tool. In interviews, job seekers frequently ask, "What kind of system is Unipos?" and it functions as a symbolic measure that dispels common industry concerns. In fact, new employees have cited the "good atmosphere where one can easily ask for advice," which they experienced during internships, as their motivation for joining. The highly psychologically safe organizational culture built on Unipos directly leads to recruitment success.
3. Retention of Young and Part-Time Staff and Visualization of Contributions
For young employees who tend to feel anxious about whether their actions are correct, the "claps" and "messages" they receive serve as an "answer check" to validate their work, contributing to improved motivation and the prevention of early turnover.
Comment from Mr. Takumi Unozawa, Yokohama Branch Manager, ASC Tax Corporation:
Because work occupies a large part of life, we believe that "room for play (slack)," which allows people to enjoy their work, is important. Unipos, which sheds light on daily contributions, is the mental infrastructure needed to maintain that "slack." We believe that the stance of balancing employee happiness with organizational growth is exactly the investment in human capital required today. We will continue to utilize Unipos to solve issues such as labor shortages and declining engagement, realizing a better organization.
For more detailed information, please see the article below.
The details of ASC Tax Corporation's Unipos support case study can be viewed below.
https://unipos.me/ja/blog/ascinc
About Unipos Inc.
Unipos