When it comes to employee engagement, Zappos is one of the best-kept secrets in the HR world. The company has made it a priority to not only retain its existing employees but also to cultivate a culture that values independence and personal growth. In their own words, “At Zappos, we believe in helping people live happier, healthier, more fulfilled lives by removing the constraints and hindrances that prevent them from doing that.” With that in mind, let’s take a quick dive into what it means to be an employee at Zappos, what the company does to retain its employees, and what the future holds for its employees.
Who Owns Zappos?
The vast majority of people who are aware of Zappos do so through its advertisements. After all, the company has a well-documented track record of success with its ad campaigns. But what does it mean to work for Zappos? And more specifically, what does it mean to be an employee at Zappos?
What does it mean to be an employee at Zappos?
According to the company, “At Zappos, we believe in helping people live happier, healthier, more fulfilled lives by removing the constraints and hindrances that prevent them from doing that.” Employees are expected to apply this philosophy to their work life and to maintain a positive work environment where they feel safe, heard, and respected. This can be achieved through such strategies as offering transparent and consistent feedback, creating an inclusive culture, and offering professional development opportunities.
What Zappos Does to Retain its Existing Employees
The company’s retention and hiring processes are rigorous. The average employee leaves their job 6.2 years after joining the company. This means it’s critical for employees to be committed to staying put and making an impact at Zappos for it to retain its existing employees. Retention is a broad term that refers to the process by which an employer retains its existing employees. The factors that determine whether or not an employee will remain with the company after joining are known as the retention factors. Retention strategies include benefits and perks, benefits and perks, and benefits and perks. Benefits and perks are a company’s perks that are often tied to employee retention. Examples of benefits and perks include paid family leave, health benefits, and retirement plans. Retention strategies also include work-life balance and flexible work schedules. Work-life balance refers to the idea that employees should be able to choose how they want to spend their time at work. As a broad term, it’s meant to indicate that employees should be able to pick and choose the hours they want to work each day based on their personal preferences, as well as the demands of their job.
What the Company Does to Cultivate a Culture that values Independence and personal growth
The company has been doing everything it can to cultivate a culture that values independence and personal growth within its own ranks. This can be seen in the way that the company refers to its ranks, its Code of Conduct, and its employee onboarding processes. The Code of Conduct “promotes a culture of integrity, transparency, and accountability, and provides a basis for equality and human rights.” It also “recognizes the inherent human rights of people with disabilities and encourages a culture of inclusion.” The company’s employee onboarding processes include the option for employees to self-identify as asexual. This option is meant “to ensure that people who identify as asexual are properly represented within the company.”
What the Future Holds for its Employees
While the company’s focus has been on retaining its existing employees, the future also holds great potential for growth at Zappos. The average age of a first hire at a company is 24 years old. By 2021, that number is expected to drop to 23 years old—a decline of almost a year over the next five years. All of this growth means opportunities for new and young employees, as well as for managers and executives. To capitalize on this growth, the company has created a mentorship program to help cultivate a culture that values independence and personal growth within its ranks. The program features five-year plans, career mapping, and training programs to help employees achieve their career goals.
Conclusion
Employees are loyal, committed, and meaningful. They are a key component of a company’s success and a critical factor in helping a business reach its goals. It’s important for employers to understand what it means to work for an employee, and for employees to understand what it means to work for an employer. By learning about the who, what, when, and why of employee engagement, employers can better understand their employees and create a more enriching work environment. Employee engagement is something that employers take notice of, as it can have a significant impact on the success of a company. Employers who are actively engaged with their employees will experience a higher level of satisfaction from their work, which will, in turn, help them to retain their current and future customers.