Zappos, Google, Facebook, Adobe - Corporate Culture of Companies
To build an effective corporate culture, we learn from the best. Let's take a look at some of the world's most famous companies whose corporate cultures have become role models for many. Unfortunately, simply copying someone else's culture won't bring you success. What works well in one company may be disastrous for another. But drawing conclusions and generating new ideas - you really can.
Zappos
An online shoe store that became famous not for its products, but for its corporate culture.
Zappos was founded in the USA in 1999 as a shoe store.
The first investment in the company ($ 500,000) was made by one of its founders, Tony Hsieh.
From 2000 to 2002, the company repeatedly experienced a period of crisis and the need for reinvestment. Unfortunately, the company failed to interest investors, and Tony was the person who invested money for the second time in the development of his company.
Tony did not disappoint himself, thanks to his efforts and ingenuity from the management team, the company's revenue today is $ 2 billion.
With the experience accumulated over the years, he realized that the advantage of managing a company was not technological leadership, but the customer and the quality of its service.
What's so special about it?
- New employees, as is common in many companies, undergo training, but unlike other companies, on the first day of training, everyone is offered $2,000 if they immediately refuse to work for Zappos.
- Non-standard approach. At Zappos, salary increases are not determined by office politics, but by who the employee is and how he works. At the same time, everyone can organize their work the way they want. An employee can arrange their workplace at their own discretion.
For example: Some people put a bed in their office so they can lie down if they get tired. - During the onboarding and adaptation of new employees, the company's 10 core corporate values are introduced. Each employee, from the cleaner to the top manager, has to work in the call center for two weeks to get to know the company's customers better.
The company typically allocates part of its budget for team building and corporate culture development.
The main principle of the company is the pursuit of customer happiness. Moreover, employees are not limited in implementing this principle. For example, Zappos does not measure call time, does not try to sell more, but simply tries to do the best for each customer.
For example: The longest conversation with a customer lasted almost six hours!
"Make the customer happy" - just beautiful words? Let's find out. Since the beginning of the pandemic, Zappos has opened a hotline not only for its employees and not for customers, but for everyone.
Anyone could call and ask for advice on any issue. For example, what movie to watch or some interesting recipe for making cookies.
A real story related to this initiative has been circulating on social networks for a long time. The story concerns a doctor working in one of the American states, who called the operator and told him that the hospital urgently needed devices to measure the level of oxygen in the blood. Zappos helped the hospital purchase 300 devices.
Zappos Basic approach:
- Hiring employees whose vision matches the company's corporate culture;
- Keeping employees happy, because this is the key to customer happiness.
Zappos - The culture type is Hola cracy (a horizontal management model).
Interesting facts and insights from Zappos
Information from CEO Tony Shay's book "Delivering Happiness". Anyone can visit the Zappos office by registering for a tour on the website. Even if only one person registers for the tour, a special bus will still be waiting for them directly at the plane. During the visit, you can enter any room, talk to any employee, and even go directly to Tony Shay.
Another interesting fact about the company. When an employee logs into the internal network, he must enter a username, password, and the name of the employee depicted in the photo (the photo is selected automatically from the employee database), filling out this field is not required to log in to the network, this is how the company checks how well employees know each other.
Call center employees are "trained" to answer any question and be helpful on any topic, regardless of whether it is related to shoes or the company.
Zappos was bought by Amazon in 2009 for $1.2 billion. It is said that Amazon was interested not so much in the online store as in the opportunity to share the world's #1 corporate culture. The main condition of the deal was that Zappos would maintain its identity, management style, culture, including all employees, location and all members of the management team.
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