A friend of mine actually works for Zappos in Las Vegas. He loves his job. Maybe it’s time to move.
Itâ€™s a hard job, answering phones and talking to customers for hours at a time. So when Zappos hires new employees, it provides a four-week training period that immerses them in the companyâ€™s strategy, culture, and obsession with customers. People get paid their full salary during this period.
After a week or so in this immersive experience, though, itâ€™s time for what Zappos calls â€œThe Offer.â€ The fast-growing company, which works hard to recruit people to join, says to its newest employees: â€œIf you quit today, we will pay you for the amount of time youâ€™ve worked, plus we will offer you a $1,000 bonus.â€ Zappos actually bribes its new employees to quit!
Why? Because if youâ€™re willing to take the company up on the offer, you obviously donâ€™t have the sense of commitment they are looking for. Itâ€™s hard to describe the level of energy in the Zappos cultureâ€”which means, by definition, itâ€™s not for everybody. Zappos wants to learn if thereâ€™s a bad fit between what makes the organization tick and what makes individual employees tickâ€”and itâ€™s willing to pay to learn sooner rather than later. (About ten percent of new call-center employees take the money and run.)
Zappos employees also have no scripts, no call time metrics, and are empowered to do whatever it takes to make you happy.
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