Tokyu Card Introduces Unipos to All Approximately 250 Employees, Including Permanent, Temporary, and Partner Company Staff, to Promote Company-Wide Organizational Improvement
Tokyu Card has introduced the peer bonus system "Unipos" to approximately 250 employees. This initiative aims to resolve intergenerational communication gaps, visualize employee contributions, and foster a culture of appreciation, thereby promoting overall organizational improvement.
📋 Article Processing Timeline
- 📰 Published: April 29, 2026 at 00:30
- 🔍 Collected: April 28, 2026 at 16:02
- 🤖 AI Analyzed: April 28, 2026 at 16:17 (15 min after Collected)
Unipos Inc., a company that solves organizational issues by unleashing the power of people and organizations, is pleased to announce, in collaboration with Tokyu Card Co., Ltd. (Headquarters: Setagaya-ku, Tokyo; President and CEO: Hikaru Matsunaga; hereinafter "Tokyu Card"), that its peer bonus® system "Unipos" has been introduced to all approximately 250 employees of Tokyu Card. Under the system name "TOKYU CARD Unipos!", its operation has commenced targeting all employees, not only permanent staff but also contracted, part-time, temporary, and partner company employees. With a field-led system centered on a "Workplace Improvement Committee" formed by volunteers and HR personnel, the aim is to foster a culture of appreciation that transcends employment types and departmental affiliations.
Background of Introduction: To naturally implement "acknowledgment," the "strongest management," as a mechanism to bridge generational gaps.
Tokyu Card is in the midst of change, with an expansion of mid-career hires, the introduction of an evaluation system that allows diverse talent with different backgrounds to thrive, and the reform of organizational operations accordingly.
Meanwhile, internal hearings revealed communication issues due to generational gaps, with veteran employees expressing concerns about "distance from young staff and communication methods," and younger employees stating "few opportunities for feedback and praise for daily work." Due to the company's operational characteristics of supporting payment infrastructure, executing tasks without error is considered "normal," and there is a structural aspect where error-free execution is not easily subject to evaluation or praise.
Given this background, the company defined "acknowledgment" as the key to solving these issues.
By visualizing and sharing contributions and innovations in daily work across the organization, they aim to promote mutual understanding and activate communication, leading to the introduction of Unipos as the "strongest management service" that naturally generates acknowledgment.
Features: Operation as a "One Team" transcending positions.
A distinctive feature is its utilization by diverse members, transcending employment types and departmental boundaries.
By verbalizing and sharing actions such as contributions, innovations, and support for colleagues in daily work, they aim to build a collaborative system that transcends organizational boundaries through empathy, and primarily expect the following actions to spread spontaneously:
- Challenges without fear of failure: Peers acknowledge small attempts, lowering the psychological hurdle for challenges.
- Skill and knowledge sharing: Praising the dissemination of know-how that tends to be individualized, making it organizational knowledge.
- Continuation of "normal": Appreciating the consistent execution of routine tasks that are often overlooked, fostering professionalism.
Future Development
This initiative is not limited to system introduction but aims for gradual organizational change through continuous improvements in utilization and operation at the frontline.
First, by visualizing contributions and innovations in daily work and promoting mutual understanding across departments and positions, the goal is to become an organization where operations proceed more smoothly and generate high added value.
Comment from Minoru Matsushima, President and CEO of Unipos Inc.
"We are deeply honored to support Tokyu Card's wonderful challenge of 'transcending organizational walls and acknowledging all working colleagues.'
We have deep respect for your company's stance to praise each other's contributions across employment types and generations. Unipos will fully commit to accompanying you, aiming to be a light that illuminates the 'extraordinary efforts' of everyone on the frontline and to become the foundation for building a strong organization."
Comment from Hikaru Matsunaga, President and CEO of Tokyu Card Co., Ltd.
"In the workplace, there are many tasks that are considered 'normal to be able to do' every day. However, reliably and continuously executing them is by no means 'normal.' We believe that we should properly express gratitude and appreciation for such efforts.
The permeation of an acknowledgment culture through Unipos will not only break down generational barriers and promote member growth but also contribute to reducing the burden on busy management. We expect that the actions of each individual will spread throughout the organization, evolving into a stronger organization."
About Unipos Inc.
Unipos Inc. aims to realize its purpose of "creating an era where the 'best group creates itself'" by unleashing the power of people and organizations through both the power of technology, including the peer bonus® "Unipos," and various consulting services for management, HR, and managers.
https://unipos.me/ja/?utm_source=pressrelease260428
Unipos latest support cases are published on "Unipos BLOG"
https://unipos.me/ja/blog
"UNITE powered by Unipos" for learning, understanding, and utilizing organizational culture reform.
https://u
Background of Introduction: To naturally implement "acknowledgment," the "strongest management," as a mechanism to bridge generational gaps.
Tokyu Card is in the midst of change, with an expansion of mid-career hires, the introduction of an evaluation system that allows diverse talent with different backgrounds to thrive, and the reform of organizational operations accordingly.
Meanwhile, internal hearings revealed communication issues due to generational gaps, with veteran employees expressing concerns about "distance from young staff and communication methods," and younger employees stating "few opportunities for feedback and praise for daily work." Due to the company's operational characteristics of supporting payment infrastructure, executing tasks without error is considered "normal," and there is a structural aspect where error-free execution is not easily subject to evaluation or praise.
Given this background, the company defined "acknowledgment" as the key to solving these issues.
By visualizing and sharing contributions and innovations in daily work across the organization, they aim to promote mutual understanding and activate communication, leading to the introduction of Unipos as the "strongest management service" that naturally generates acknowledgment.
Features: Operation as a "One Team" transcending positions.
A distinctive feature is its utilization by diverse members, transcending employment types and departmental boundaries.
By verbalizing and sharing actions such as contributions, innovations, and support for colleagues in daily work, they aim to build a collaborative system that transcends organizational boundaries through empathy, and primarily expect the following actions to spread spontaneously:
- Challenges without fear of failure: Peers acknowledge small attempts, lowering the psychological hurdle for challenges.
- Skill and knowledge sharing: Praising the dissemination of know-how that tends to be individualized, making it organizational knowledge.
- Continuation of "normal": Appreciating the consistent execution of routine tasks that are often overlooked, fostering professionalism.
Future Development
This initiative is not limited to system introduction but aims for gradual organizational change through continuous improvements in utilization and operation at the frontline.
First, by visualizing contributions and innovations in daily work and promoting mutual understanding across departments and positions, the goal is to become an organization where operations proceed more smoothly and generate high added value.
Comment from Minoru Matsushima, President and CEO of Unipos Inc.
"We are deeply honored to support Tokyu Card's wonderful challenge of 'transcending organizational walls and acknowledging all working colleagues.'
We have deep respect for your company's stance to praise each other's contributions across employment types and generations. Unipos will fully commit to accompanying you, aiming to be a light that illuminates the 'extraordinary efforts' of everyone on the frontline and to become the foundation for building a strong organization."
Comment from Hikaru Matsunaga, President and CEO of Tokyu Card Co., Ltd.
"In the workplace, there are many tasks that are considered 'normal to be able to do' every day. However, reliably and continuously executing them is by no means 'normal.' We believe that we should properly express gratitude and appreciation for such efforts.
The permeation of an acknowledgment culture through Unipos will not only break down generational barriers and promote member growth but also contribute to reducing the burden on busy management. We expect that the actions of each individual will spread throughout the organization, evolving into a stronger organization."
About Unipos Inc.
Unipos Inc. aims to realize its purpose of "creating an era where the 'best group creates itself'" by unleashing the power of people and organizations through both the power of technology, including the peer bonus® "Unipos," and various consulting services for management, HR, and managers.
https://unipos.me/ja/?utm_source=pressrelease260428
Unipos latest support cases are published on "Unipos BLOG"
https://unipos.me/ja/blog
"UNITE powered by Unipos" for learning, understanding, and utilizing organizational culture reform.
https://u