Zappos culture
Companies strive towards achieving new ideas in efforts to improve their performance. It is reportedly explained that companies with innovations and adopt strong culture perfume better in the long run. Company managers should, therefore, be determined and passionate as they seek new ideas to the organization. For instance, Zappos company in Las Vegas, a company that is concerned with online selling of shoe and clothing products, has adversely adopted a culture that resulted in significant benefits. Zappos company incorporates many different elements that are WOW to everyone. The company’s main objective is to build a relationship with others that positively impacts the company in the long run. The company’s CEO Tony Hsieh believes that the organization’s culture of connectedness and having an open mind is the key to any business organization’s success.
Tony Hseih is an American entrepreneur who is credited with the formation of Zappos culture.
He was the CEO of Zappos.com, an online company concerned with the selling of shoes and clothing (Warrick, 2017). Tony developed an advertising network commonly referred to as the Link exchange. Members from different fields were allowed to advertise their products via the website on a condition that they had to display banner ads of Zappos company (Warrick, 2017). As a result, the company’s banner reached over 10 million people across the globe in 1996. According to Warrick. (2017)Tony joined Zappos as an adviser and investor as well. Essentially, he was able to help Zappos.com to grow from nearly zero sales to up to approximately $1.2 billion in ten years.
Tony encouraged the Zappos family to deliver WOW services by embracing and driving changes that pose convincing reasons. Zorinan et al. (2018) argue that the family built an open and honest relationship with its employees and other organizations. In that context, he was able to create an enthusiastic team and a family that share common objectives for the company. As sales continued to grow, Tony advised the company to embrace the following core transformation values.
Delivering exceptional services
Hsieh felt that the company faced many competitors, and so there was a need to provide excellent services. He helped the company maintain many customers by assuring them that their benefits go beyond expectations (Zorinan et al. 2018). Besides exceptional services attract several other customers, hence, the growth of the business. Hsien argues that impressive service is one that ascertains no questions in return. The company should respect the customer by providing them all their specification and giving them a reason why they should look for an alternative (Zorinan et al. 2018). Therefore, the company should understand that customers are their lifeblood; hence, they deliver exceptional services.
- Creation of a strong office culture
Tony Hsieh is a unique character who created a strong Zappos culture. He suggests that a healthy office culture promotes the feeling of teamwork in an organization. As a result, Zappos culture was embraced to empower the employees and the company’s management as a whole (Zorinan et al. 2018). The culture becomes even more critical to Tony after moving to Las Vegas as he emphasized hiring more people and rewarding them to motivate them to become Zipponians. Notably, Zippos is a culture where employees could often break into dance on the table in several meetings. Zorinan et al. (2018) suggest that Zappos culture took the pride of being transparent, and everybody in the organization was so happy, especially investors.
- Continuous improvement
Notably, many of Tony’s values revolved around self-improvement. He encouraged his employees to take challenges as lessons and quickly overcome them in more efficient ways (Warrick, 2017). He urged the Zappos family to be innovative, do more with less, and always have room for improvement. In every situation, an individual is supposed to be creative and open-minded, for these are the key values that bring change in any organization.
Given the CEO position in the Zappos company, I will adopt a premeable form of leadership and work on a few challenges faced by Tony Hsieh during his reign. Premeable form of leadership guarantees the organization’s operations through the guidance of rules in the constitution (Warrick, 2017). The leadership style complements the culture of interest by offering opportunities to anyone aspires to participate in the leadership. The constitution guarantees any partner of the organization. Warrick. (2017) argues that all the partners will typically perfume their work according to the company’s purpose, Domain, and responsibilities. On that note, sound organizational support systems improve communication, innovations, and later increased company productivity. Increased output is attributed to the fact that it creates an environment that employees can work effectively.
In summary, Zappos is an online company that adopted Zappos culture to deliver WOW services to their customers. The culture is associated with embracing new ideas that drive to a specific positive change in the company. On that note, Tony Hsieh, a CEO in the company, advised his employees to be creative, adventurous, and be open-minded. It is worth noting that many successful organizations have attached themselves to a particular culture that drives it towards building a productive and united team. Therefore, company authorities should be passionate and determined to create a friendly working environment to improve their performances.
Reference
Warrick. (2017). What leaders need to know about organizational culture. Business Horizons, 60(3), 395-404.
Zorinan et al. (2018). Corporate Culture as a Framework of Training Employees. In 2018 XVII Russian Scientific and Practical Conference on Planning and Teaching Engineering Staff for the Industrial and Economic Complex of the Region (PTES) (pp. 235-238). IEEE.