Beauty Link - Volume 5, Issue 2 - (Page 45)
Bring out the Best
Come On and Get Happy (at Work)!
are happy and
work are truly
invested in the
success of the
Zappos employees and vendors get together for an evening of fun sponsored by the company with special guest performers from Cirque Du Soleil.
I LOVE MY job. It’s such a simple statement, but it
means so much. We spend eight or more hours a day
at work. Shouldn’t we love it?
I work for zappos.com. You may have purchased
some fabulous heels, you may have heard about the
amazing work culture Zappos cultivates, or you may
have seen them on Forbes’ top 100 lists of Best Places
to Work. You see, Zappos believes in a workplace
where employees are genuinely happy at work. This
happiness is infused in all aspects of the company,
including how they relate to customers and each
other. It is based on one simple concept: culture.
Research shows that companies that have strong
cultures generally outperform companies that don’t.
People who are happy and fulﬁ lled at work are truly
invested in the success of the company and work
harder to ensure that their investment pays off. I
would like to share with you some quick tips you can
take back to your schools and work environments
that will help bring out the best in those you work
with and those who work for you.
Some things to consider when building company
culture that will translate to success:
have a rigorous interview process they follow for any
position within the company. It begins with a phone
interview, then a basic online test, then an entire day
full of in-person interviews with human resources
as well as with numerous teams. Interviewers use
behaviorally based questions to determine if the candidate is a culture ﬁt. Even if the potential employee
is technically qualiﬁed for the position, if they fail
the cultural ﬁt portion, he or she is out of the running
for the position.
Along with a rigorous hiring process, when Zappos
hires new employees, they must attend a four-week
training period that immerses them in the company’s
strategy, culture and customer service practices.
People get paid their full salary during this period
and every single employee, whether a lawyer or computer programmer, must attend this training. In the
third week of training they present the new hires
with what they call ‘the offer.’ At this time they give
everyone the opportunity to take $2,000 to quit. Why?
Because the ones that take the offer don’t have the
level of dedication and passion for the company that
will make them an optimal employee.
Hire right. Hiring the right people is half the
battle when building a culture that people want
to be part of. When hiring for Zappos, recruiters
Create core company values and stick to
them. What are these core values? They are
really just concepts for every person to embody
BE AUT YLIN K | T H I NK I NG O UT S I DE T H E T O O LB O X | 20 1 3 |
Table of Contents for the Digital Edition of Beauty Link - Volume 5, Issue 2
Message from the AACS President and CEA CO-Chairs
The workings of Washington
Unite to Build a Community
The Ultimate Software Review
A Student's Perspective
The Professional Nail Industry & Schools
Step by Step
Challenging the Status Quo
And then there’s compliance
Forward to the Future
Listserve Q & A
Beauty School Budgeting
Skin Care Council
The Digital Classroom
Outside the Beauty Box
Getting Outside the Box
Beauty changes lives
A Profound Impact
People & Places
New Products & Services
Associate Member Profiles: Financial Aid Servicers
New School Members
Upcoming 2013-14 Events
Index to Advertisers
Beauty Link - Volume 5, Issue 2
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