Squid Game: Lessons Learned and Takeaways for HRD Leaders

Abstract: In 2021, the Korean Netflix nail-biting series Squid Game took the world by storm. Squid Game is a dark dystopian Korean series starring Gi-Hun (player #456), a divorcee, compulsive gambler and chauffeur who agreed to participate in a game in exchange for a hefty sum of money to eliminate his debt. Unbeknownst to him, “game over” means death. Throughout the series, to play the games, Hi-Hun forms a team with Il-Nam (player #1), Sang-Woo (player #218), Ali (player #276), and Sae-Byeok (player #67). The series contains multi-dimensional social messages, business and life lessons. While it is a cautionary tale about how money, and how it can ruin lives, there are some striking lessons HRD leaders can learn from. Through a review of literature, this work-in-progress poster presents four lessons HRD leaders can learn from Squid
Game, ranging from strategy, teamwork, intrinsic rewards, to emotional connection/compassion.
Strategy, a central theme in Squid Game, can be a game-changer for organizational success as it focuses on goals and targets (EachPerson.com, 2021). Whether HRD professionals are revamping an employee rewards program or an improved way to manage information, strategic thinking impacts organizational performance (Anwar, Shah, & Hasnu, 2016). In Squid Game, strategy was necessary to avoid being eliminated, such as the case of the Dalgona Candy game.
The value and importance of teamwork has been the focus of management and HR for decades. Collaboration fosters the development of relationships; it has a direct impact on performance and productivity (the notorious 1+1=3 synergy arithmetic). In Squid Game, we note that teamwork is indispensable for success. Yet, good communication within teams is fundamental to achieve goals (Lawford, 2003). Throughout the series, it is via teams and the complementarity of knowledge and skills that players are able to survive (Wijaya, 2021). In the “Tug of War” game, Gi-Hun’s team consisted of diverse members in age, ethnicity, and backgrounds. Although the team wasn’t physically strong, it won because they collaborated based on Il-Nam’s strategy. Success came from overcoming the team members’ differences, strong leadership, and effective communication.
Initially, the viewer may perceive all the players as money-thirsty. After all, they entered the Squid Game competition to eliminate their debt. As the series progressed, however, we realize that their motivation goes beyond a financial reward. We learn that Gi-Hun aimed to obtain custody of her daughter and pay for her mother’s medication. The character Sae-Byeok wants to assist his mother to cross the North Korean border. Sang-Hoo wants to provide financial assistance to his mother, and Ali wants to provide his family with a better life. These are examples of higher purposes that go beyond financial gain. Similarly, employees are organizations’ biggest asset, and care about extrinsic rewards, but it is the intrinsic rewards that keep them motivated, engaged, and satisfied in the long run (Stumpf et al., 2016). Employees expect more from their employers than a paycheck. Inclusive perks, the ability to work from home, and an organization’s corporate social responsibility initiatives are increasingly important to Millennials and Gen Z workers (Ganguli et al., 2022).
The main characters in Squid Game are intensely emotionally connected to the games they are playing and to each other. For instance, Gi-Hun, the final winner of Squid Game, cares about the value of friendship and human life. He ensures that his small team members stay together and protect each other. He believes in “his” people and exemplifies kindness. Similarly, when employees are emotionally connected to their work and place of employment, they tend to be more engage and productive (Bakker, 2011). An emotional connection to colleagues and empathy are correlated to work satisfaction and workplace wellbeing (Shuck, et al., 2011). Working in a respectful and caring environment increases employee motivation and retention.
The four lessons presented in this poster paper are critical to the wellbeing of employees and to their productivity. The 2021 series Squid Game empathizes that it’s not just strong leaders that make teams reach goals. Organizational success is a combination of clear strategy and purpose, inclusivity, building on diverse workers’ strengths, robust intrinsic rewards, a genuine emotional connection with, and compassion between employees. In the series, teams are stimulated to learn, grow, and work in an agile manner. Organizations that foster those qualities are more resilient and ready for growth and future challenges.