PM-ing in Korea

Korea has made progress when it comes to time-off policies. PTOs, maternity and paternity leaves are legally protected—and even encouraged. But in the real world? Using them still feels complicated. Especially when it comes to long-term leave like maternity , paternity , or extended personal leave. 1. First, Let’s Clarify: PTO vs. Parental Leave In Korea, PTOs (Paid Time Off) typically refer to: A day or two off for personal reasons Often viewed as acceptable, if occasional Generally easier to take—though still sometimes met with subtle pressure, when the company is going through a busy season. (but is there a place in the world where no one really cares about taking PTOs in the busiest times?) Maternity and paternity leaves , on the other hand, are: Extended leaves lasting from one month to a year Often for childcare or major life events Legal and supported in policy—but far more difficult to navigate culturally 2. Why Is Long-Term Leave So Hard...

In my previous post on Agile in Korea , I touched on how the fear of failure plays a significant role in shaping how Agile methodologies are adopted (or actually NOT adopted) in Korean workplaces. But where does this fear of failure come from? It’s deeply ingrained in Korean culture , influenced by historical, educational, and social factors that make failure not just a personal setback, but a public event . Today, let’s break down the cultural roots of failure aversion and why this makes Agile adoption so difficult in Korean companies. 1. Cultural Aspects: The Collectivist Pressure to Succeed South Korea’s work culture is shaped by Confucian values and a highly collectivist mindset , where one’s success (or failure) is rarely just personal—it gets recognized in the team, company, family, and even social circles. Everyone who knows you will somehow eventually know. 1. Constant Communication = Constant Comparison In a tightly knit society , communication between c...