Zappos Culture Book Pdf
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In addition to surveying employees, Zappos has a number of programs in place to protect the culture and ensure the longevity of the company. These include a company-wide senior wellness program, which includes health-related fitness tests, physicals, and blood pressure checks; a retirement plan for new associates; a wide range of benefits, including flexible work arrangements, short and long-term disability, and tuition assistance; a large, onsite child care center; and, most importantly, a social and wellness committee that meets weekly to evaluate and make decisions on company initiatives.
This year, Zappos created a new category for its awards program. It was called the Social Impact Award, and it recognizes individuals who have made a significant difference in the lives of others with their work.
For example, when Zappos hired its first director of social and wellness in 2013, the company also adopted a new wellness reward system. Hsieh says that the goal of the program was to make the company a better workplace with less stress and more happiness. Under this system, everyone in the company has a wellness score, and the score starts at 0. If an employee works off the clock, then their score goes up. Zappos uses the scores as a benchmark for how well their employees are doing, letting them know if they have exceeded or fallen short of the company's expectations.
Perhaps the most interesting new initiative of all is Zappos' 2015 Employee of the Year awards. The idea behind the initiative is that employees deserve to know that their hard work is appreciated, and should always feel like they're moving in the right direction.
In one case, the company's quality assurance team stopped a full-time employee from getting a promotion. The employee was denied the promotion because of a single review he had received on Yelp. Zappos said that this review was not part of the company's scores, and it decided to investigate the review and the employee's behavior. Hsieh says that they wanted to make sure that the employee was not a threat to the company, and they found that the employee had been working off the clock and had been rude to customers. As a result of this, he was not promoted.
According to Zappos' handbook, employees who want to report on one another must do so anonymously. Zappos is clear that not only should there be no retaliation for reporting another employee, but employees should be treated with dignity and respect. Moreover, employees must be free to give honest feedback to their fellow employees, but they must also be assured that their comments will be treated confidentially.
The book concludes with Hsieh's view of how companies like Amazon, with its corporate culture, can be successful. I agree with him. The book is highly readable and has many practical ideas on how to make a company a happy place to work.
The author is directly involved with HR at Amazon, and the background of the book is told through his employees' stories. The employee stories show why the culture is so difficult to succeed in. Many of the stories are told by people who have quit. The stories are told in the first person, giving the reader a sense of what it is like to be a member of a company not all of whose employees enjoy the employment. There are a number of excellent stories of people who have been successful at Amazon. 827ec27edc