zappos principles of ethics

If the trainee does not want to join the company after this process, Zappos offers them $2,000 compensation. Do you understand the company purpose? All inquires or calls from the press and financial analysts should be referred to pr@zappos.com. Second, if the company begins to ship products abroad, will they have to abandon their policy of free shipping? Employees performing services in the United States or other countries governed by at will employment rules should be aware that this Code of Conduct does not alter an employees at-will relationship with Zappos. Ask yourself: How do you plan and prepare for change? Read Our Oath Of Employment 1. They are the foundation of your company culture. You can set values and identify the behaviors that you want to be the core of your culture. We want people to develop and improve their decision-making skills. Please contact the Finance Department if you have any specific questions. Zappos takes great pride in providing a safe and healthy work environment. All Zappos payments and other transactions must be properly authorized by management and be accurately and completely recorded on our books and records in accordance with generally accepted accounting principles and established corporate accounting policies. The hard part, is committing to the values once they are set. Sure, people have done parts of what we do before, but what we've learned over the years at Zappos is that the devil is in the details. At Zappos, these low-cost perks are often the most appreciated by employees. Upon hearing the name Zappos, selling shoes and other retail goods should not immediately come to mind. Ask yourself: What can we do to be a little weird and differentiate ourselves from everyone else? That part is fairly easy. We are ever evolving. By reading, studying, and understanding this Oath of Employment, you agree to enact each item and agree to embrace each item in energizing your roles and in your decision making.. Zappos attempts are carried out with good intentions, but implementing this system on 1,500 employees will not be easy and may have some consequences. Our ten core values are: For more information about our core values, please refer to our core values document and our Employee Handbook. The first was the 2008 Layoff. For the latest in luxury brands & exclusive collabs. Have you WOWed at least one person today? You must never engage in competitive conduct that cannot be justified by sound business considerations wholly apart from its effect on any injured competitor. In order to maintain our integrity and reputation, it is important that you obey the laws affecting our business, whether those laws are federal, state or local, and to the extent that foreign laws apply to what we do, you must also obey those laws. In order to buy out the board, Zappos needed to unite with Amazon, a company that not only accepted but promoted their value to customers. Ask yourself: Are you passionate about the company? It is never appropriate to receive or give cash. Your vendors have the same objective as you: to sell their product, be successful in their work, and maybe have some fun while doing it. Remember that you are a trusted member of the Zappos family please do not violate that trust. Zappos will take appropriate action against any employee whose actions are found to violate this Code of Conduct. In short, Zappos wants to create a system that enables every team to not only think like a small, autonomous business but also to act like one. A conflict of interest exists when your private interests interferes in any way or competes with Zappos interests. A remaining pioneer of the dot-com boom and now a subsidiary of Amazon, Zappos has thrived and innovated under the leadership of Tony Hsieh, known not only for the selection of products it offers, but also for its customer services standards and social media engagement. In October of 2011, one of the processing systems encountered complications and problems quickly escalated. And that's where we're breaking new ground. Amazon has adopted guidelines designed to implement this policy. If so, you should probably decline it. Practical insights for compliance and ethics professionals and commentary on the intersection of compliance and culture. Zappos does an incredible job at contacting customers in a timely manner, especially when there are situations that go wrong. mariaquintana, We want just a touch of weirdness to make life more interesting and fun for everyone. And they will not be able to evolve as fast as we can as long as embracing constant change is a part of our culture. Are you empowering your fellow circle members to process their tensions, improve the structure of their circles by bringing issues to governance meetings, and to drive change? At Zappos, we place a lot of emphasis on our culture because we are both a team and a family. And it's true: we don't. Employees and managers on the same level playing field can constrain friendly-competition that motivates employees to keep progressing. If you use company funds, please make best efforts to ensure that Zappos has received proper value in return. While we may be casual in our interactions with each other, we are focused and serious about the operations of our business. The diversity of Zappos employees is a tremendous asset. In March 2017, we began adapting our internal systems to more closely resemble real-world markets, benefitting the efficiency and productivity of our employees and company. What can we do that's both fun and a little weird? Weve learned that if you identify your companys core values, hire by them, onboard team members by them, and truly live by them; then your business is on a long-term path to success, profit, and growth. A companys culture and a companys brand are really just two sides of the same coin. And whatever you do must have an emotional impact on the receiver. Confidential information includes all non-public information about Zappos, our operations, and that of our parent, Amazon.com, Inc. and its subsidiaries (Amazon) that, if disclosed, might be of use to competitors or harmful to us. The purpose of this Code of Conduct is to explain in a more detailed and clear way our high standards of conduct and our expectations of each and every Zappos employee and consultant. But the consistency is in our belief that we function best when we can be ourselves. We look for both fun and humor in our daily work. s. Truebut the happiness hippie is a major factor in ethical decision making. This self-inflicted evolution can lead to positive growth and a more forward-facing structure that is built for the future, but it can also be destructive to a corporate culture that people rely on for consistency and security. How can your department become more efficient? Is Zappos's supply chain ethical? http://blogs.zappos.com/blogs/zappos-family/2012/03/08/formally-introducing-zappos-l-e-f Please do not do it. However, Zappos will keep some hierarchy and keep the Big Bosses who set the pay structure. Please refer to the applicable sections of the Employee Handbook for further guidance. Employees receive full medical cover, life insurance, an on-site fitness center, a 40% employee discount, paid volunteer time off, monthly team outings, car pool program and a lot more! We don't take "no" or "that'll never work" for an answer, because if we had, Zappos would never have started in the first place. Our culture would not be what is it today without the people, past and present. This list was further narrowed down, and on February 14, 2006, the Core Values were introduced. Companies and employees worry about work-life separation or work-life balance. Up to 60% off select boots, sneakers & outerwear. Also check out this interview with Andy Orsow who's a UX Manager at Zappos. It shouldn't be a struggle to find a balance between life and work where you are truly fulfilled and happy. The company has developed the following framework for the companys culture and business strategies. What is your vision for where you want to go? For some people, especially those that come from bigger companies, the constant change can be somewhat unsettling at first. The first was the 2008 Layoff. Zappos specifically aims at having a little weirdness in order to promote employee involvement and engagement, allowing the company as a whole to grow as innovators. We may not be able to answer these questions with certainty, but we do know that human resource practices will be crucial in meeting these challenges. However, Zappos has not limited itself to just selling shoes. This abstract system eliminates managers and much of the corporate hierarchy in favour of esoteric, philosophical concepts and flat, self-directed leadership. Our ten core values are: Looking to implement Design Principles with your team or organisation? 2018 Compliance Culture. In 1999 Nick Swinmurn launched ShoeSite.com; an idea prompted after a failed attempt of trying to buy a pair of shoes in San Francisco. http://redcouch.typepad.com/weblog/2009/07/why-i-dont-like-the-amazonzappos-deal.html Due to the economic times, Zappos had to layoff 8% of their highly-valued employees. Zappos Insights was established as a supplementary support for customers who want to learn more about their business practices. Subscribe to the Zappos Insights Newsletter! Our goal is to help employees unlock that potential. Send it online -- for free. We know that companies with a strong culture and a higher purpose perform better in the long run. Sometimes our sense of adventure and creativity causes us to be unconventional in our solutions (because we have the freedom to think outside the box), but that's what allows us to rise above and stay ahead of the competition. If you are not comfortable contacting any of those people, please contact the Zappos Legal Department or raise your concern through one of the options set out in the Zappos Whistleblower Policy. However, if the vendor tells you to have a night out without the vendor present and submit your receipt for payment, you should decline as that arrangement is akin to a cash gift. A key ingredient in strong relationships is to develop emotional connections. We work together but we also play together. You may also raise your concern through one of the options set out in the Zappos Whistleblower Policy. We are all protectors and cultivators of the Zappos culture; it's what makes it unique and something that grows every day. We want to be able to laugh at ourselves. The best team members take initiative when they notice issues so that the team and the company can succeed. This took shape at Zappos in 2015 via a new management structure called Holacracy. It is real. Sometimes, it's the little things that make the biggest difference. If you've been at Zappos for more than a few months, one thing is clear: Zappos is growing. If it ever gets too easy, start looking for a tidal wave of competition to wash us away. Your culture doesn't stay the same, it will continue to evolve. Instead, they want an open and honest relationship. ), but that just means that we're moving -- that we're getting better and stronger. How can you make your relationships more open and honest? Please let your supervisor know of any safety or health concerns so that they can be addressed. This means that many things we do might be a little unconventional -- or else it wouldn't be a little weird. How do you get your fellow circle members to grow professionally? A two percent or less equity interest in a company whose stock is publicly traded will not be deemed significant absent other complicating factors, such as circumstances that cause such investment to potentially influence the persons judgment on Company matters or to amount to management participation in such other company. Our bonds go far beyond the typical "co-worker" relationships found at most other companies. Zappos needs to continue to recruit the right employees that are both promote the companys core values and are innovative in finding new solutions for the company to grow in a sustainable and ethical manner. These modern visions of management seek to enfranchise the individual. We'd love to learn more about your shopping experiences on Zappos.com and how we can improve! You must not create any false, incomplete or misleading entry or record. So there are no experts in what we're doing. Accordingly, our financial books, records and accounts must reflect transactions and events appropriately and conform to applicable legal requirements and to Zappos system of internal controls. We believe that no matter what happens, we should always be respectful of everyone. To WOW, you must differentiate yourself, which means do something a little unconventional and innovative. 20092023 - Zappos.com LLC or its affiliates. You must not provide any false or incomplete information to the accounting department. It leads to higher employee engagement and higher profitability. Except for us: we are becoming experts as we do this. How do you encourage more people to take initiative? They're a way of life. Zappos HQ, in Las Vegas, produces an environment where employees work hard while still having fun. After having sold LinkExchange to Microsoft for $265 million in 1999, his innovative and entrepreneurial spirit impelled him to invest $500,000 into the new venture lauched by Swinmurn. We approach situations and challenges with an open mind. You must not reveal any information to Zappos or Amazon that would reasonably be considered confidential information or a trade secret of a former employer, unless that information is available in the public domain or you have written permission to use it. Zappos Insights' Christa Foley sits down to share more. Do you encourage and drive change? We believe in operational excellence, and realize that there is always room for improvement in everything we do. t. Falsedeveloping relationships with charities helps the employees develop strong codes of personal ethics. But it's there. Before making any payments to any foreign government officials or employees, please obtain approval from the Zappos Legal Department. The current board of directors did not want the company to focus on their clients but to shift focus exclusively to product sales. However, if not carefully implemented, they can have the opposite effect. Welcome, my friends, to your Zappos Oath of Employment. Hundreds of ideals were submitted, which resulted in 37 foundational themes. Are you doing everything you can to promote company growth, and at the same time are you helping others understand the growth? Something unique that Zappos does is allow brand representatives access to all the same sales and inventory information on their products that Zappos has. How do you challenge and stretch yourself? Do you view new challenges optimistically? Despite knowing that they would encounter a huge loss, they gracefully accepted their mistake and abided by the false price on the website. Zappos code of ethics is written for employee reference in decision making. The brand is just a lagging indicator of the culture. If you have any question about whether you can accept a gift, please check with your supervisor. Our culture would not be what it is today without Zapponians past and present. If you find or suspect an error in any financial records you come across, you should notify your supervisor or director or Vice President of your department or business division or the Zappos Legal Department. http://www.forbes.com/sites/csr/2010/11/23/at-zappos-getting-fired-for-not-contributing-to-company-culture/ Do you approach situations and challenges with an open mind? One of the things that makes Zappos different from a lot of other companies is that we value being fun and being a little weird. We must always plan for and be prepared for constant change. Are you learning something every day? While we have grown quickly in the past, we recognize that there are always challenges ahead to tackle. We don't want to become one of those big companies that feels corporate and boring. At Zappos, anything worth doing is worth doing with WOW. Violence and threatening behavior are not permitted. This will evolve, change, and grow over time but we wanted to get the most important stuff in here first: our Core Values. Honesty Honesty is an essential value required to conduct business in an ethical manner. Check-in Round: Each person has an uninterrupted chance to mention anything on their mind. This vision led Zappos to deliver happiness through the four Cs: Commerce, Customer Service, Company Culture, Community. Zappos seems to be creating an environment that encourages motivation and builds inclusiveness. They were completely honest and open about the financial situation they were in and the employees understood what and why they needed to take these actions. Strong, positive relationships that are open and honest are a big part of what differentiates Zappos from most other companies. Since our humble beginnings, Zappos has been a customer-obsessed company that focuses on delivering a WOW experience. Each one we pass means we've gotten better. Zappos also respects the intellectual property of third parties. That Confidentiality Agreement remains in effect for as long as you are employed by Zappos and after you leave. Business contributions to political campaigns are strictly regulated by U.S. federal, state and local law. Our company culture is what makes us successful, and in our culture we celebrate and embrace our diversity and each person's individuality. In response to these situations Zappos contacted each customer informing them of the predicament they were in. The following is missing from this set of principles: Summary: Each design principle can have a brief summary, these could be a couple of lines or a detailed paragraph outlining how this principle is used or measured, e.g. Due to the economic times, Zappos had to layoff 8% of their highly-valued employees. In any relationship, it's important to be a good listener as well as a good communicator. Are you passionate about your work? http://www.businessinsider.com/bosses-in-zappos-holacracy-2014-1, Annual Revenue: billion A CUSTOMER-FOCUSED BUSINESS MODEL . That may seem negative, but it's not: we'll do our best to "get it right," and then do it again when we find out that things have changed. In the end, all the employees that were laid off received an amazing six months of COBRA health insurance coverage, paid for by the company. Although it was . Please bear in mind that each of us has a personal responsibility to incorporate, and to encourage our colleagues to incorporate, these principles into our work. The principles of accountability and improvement underlying the company's supplier responsibility are major objectives because of the need to ensure safe and ethical working conditions as well as compliance with various regulations in the global business environment. Be Adventurous, Creative, and Open-Minded, Build Open and Honest Relationships With Communication. You bear some of the burden of helping to maintain a safe and healthy workplace for all by following safety and health rules, and by reporting accidents, injuries and unsafe equipment, practices or conditions. Fundamentally, we believe that openness and honesty make for the best relationships because that leads to trust and faith. You may make legal personal contributions, but you may not represent that youre making any such contribution on Zappos behalf. At Zappos, we embrace diversity in thoughts, opinions, and backgrounds. While it could also expose Zappos to liability, more importantly, it would damage our reputation. You will find our core values explicitly defined there. The principle of non-maleficence requires that we not intentionally create a harm or injury to the patient, either through acts of commission or omission. Are you humble when talking about the company's accomplishments? Anyone who wants to compete with us has to learn the same things, so problems are just mile markers. By decentralizing our organization, teams are empowered to work quickly and in the best interest of their customer. When you combine a little weirdness with making sure everyone is also having fun at work, it ends up being a win-win for everyone: Employees are more engaged in the work that they do, and the company as a whole becomes more innovative. Officers and directors who are employees of our parent, Amazon.com, Inc., must comply with the Amazon.com, Inc. Code of Business Conduct and Ethics. The company offers free shipping, a 365-day return policy and 24/7 over the phone assistance. We believe that inside every employee is more potential than even the employee himself/herself realizes. It is our policy to employ only persons who do not engage in other business activities that compete with or sell to or buy from Zappos or Amazon. It owes its success largely by focusing on excellent customer service and the UX of buying shoes and clothes online. How can you build stronger relationships with your team members both inside and outside the office? This was a hard decision as the company cherished every employee. This was a hard decision as the company cherished every employee. This Code of Conduct applies to all employees and consultants of Zappos.com, Inc. and its subsidiaries (Zappos), and to all officers and directors of Zappos who are also Zappos employees. How much fun do you have in your job, and what can you do to make it more fun? More information is available in the Zappos Whistleblower Policy. Talk on Gitter, Twitter, Mastodon & contribute on Github. Our ten core values are: Deliver WOW Through Service Embrace and Drive Change You must WOW (go above and beyond what's expected) in every interaction with co-workers, vendors, customers, the community, investors with everyone. This means that our work is never done. We believe that in general, the best ideas and decisions can come from the bottom up, meaning by those on the front lines that are closest to the issues and/or the customers. Subscribe to our newsletter. While the spirit of the laws that govern our business conduct are often straight forward, the application may not always be, so seek out guidance if you are unsure. As a company that uses a self-managed organizational structure, we encourage Zapponians to identify areas of opportunity within the organization and propose solutions. Happy employees means higher engagement, profitability, and low turnover. Honesty requires you to be candid with your consumers, business partners and coworkers. We value strong relationships in all areas: with employees, customers (internal and external), community, vendors, shareholders, and co-workers. And for anyone we bring on board, the best expertise they can bring is expertise at learning and adapting and figuring new things out -- helping the company grow, and in the process they will also be growing themselves. Our service is not average, and we don't want our people to be average. Zappos recognizes that there can be borderline cases, and they will be considered carefully. Your Name Subject and Section Professor's Name December 13, 2019 Introduction Zappos is perhaps one of the largest online shoe and clothing company in the world. Please take this Code of Conduct seriously. Having a defined set of values will serve as your guide to continue your culture's growth and evolution in a positive direction. It's important to constantly challenge and stretch yourself, and not be stuck in a job where you don't feel like you are growing or learning. Past epic party themes have ranged from Mardi Gras and old-school hip-hop to a Hawaiian luau at a waterpark. Ask yourself: How can you do what you're doing more efficiently? Every company onboards differently. Paradoxically, one way leaders try to retain relevance and stay appealing to both customers and employees is to embrace change. As alluded to at the beginning of this Code of Conduct, ask yourself if you would be embarrassed or uncomfortable if your supervisor found out about the gift in question. Here are the 12 fundamental principles of ethics: 1. We believe in hard work and putting in the extra effort to get things done. Hsieh did not approve of abandoning the customer-centric model that Zappos was founded upon, and decided he must take action. Investing four weeks of training for every employee is sending a strong message that they want employees to be informed and knowledgeable about the organization. All corporate assets must be properly protected and asset records regularly compared with actual assets. Part of being in a growing company is that change is constant. We set and exceed our own high standards, constantly raising the bar for competitors and for ourselves. Ben Brignell maintains principles.design as an open source resource. We want people to express their personality in their work. That's a bit scary, but you can take comfort in knowing that nobody else knows how to do what we're doing either. Change management is a delicate process which must be grounded in a sensitivity for the humans experiencing the change and concretely connected to real considerations like individual development, pay, and productivity. At Zappos, we think it's important for employees to grow both personally and professionally. It is Zappos policy not to allow retaliation for good faith reports of misconduct by others. Embrace and drive change. It would be great if you could contribute and update this set of principles with anything that's missing! Besides being distinctive, these beliefs create a framework for Zappos actions. The giving of gifts to government employees, even gifts of low value, is highly regulated and in many cases prohibited. The matters covered in this Code of Conduct are of the utmost importance to Zappos, Amazon and Zappos business partners, and are essential to our ability to conduct its business in accordance with our stated values. Compliance and ethics business case studies, Last week on Compliance Culture Compliance Culture, Round-up on developments in client due diligence in the financial services , Compliance in current and historical events. How can you do a better job of communicating with everyone? Federal and state laws prohibit trading in securities by persons who have material information that is not generally known or available to the public. B. http://tbo.com/news/business/zappos-hacking-could-cause-consumer-problems-later-348177 The 2008 financial crisis has seemingly convinced an entire generation of leaders that business has entered new, uncharted territory and leaders must continually attempt novel structural disruptions to their organizations as a response. Actions that may lead to you unfairly taking advantage of someone may include manipulation, concealment, abuse of privileged information, misrepresentation of material facts or any other unfair dealing practice. Check Zappos' website to see if they have updated their ethical practices policy since then. Open, honest communication is the best foundation for any relationship, but remember that at the end of the day it's not what you say or what you do, but how you make people feel that matters the most. We are more than just a team though -- we are a family. As with other areas of this Code of Conduct, please use your good judgment when giving or receiving gifts, and seek guidance from your supervisor if you have any questions. Principle of Ethics Zappos has a strong ethical climate and strives on their Code of Conduct and Ethics. Zappos is a leading online retailer and presents an interesting ethics case as it copes with the challenges of remaining competitive. Over the years, Zappos has taken strides to eliminate the common fates that most companies of our age and size contend with: slowing innovation and evolution, too many management levels, bottle-necked decision making, and disengaged employees. For example, no employee or consultant may ever offer, pay, promise to pay or authorize the payment of any money, gift or anything of value to any US or foreign governmental or political official, political party or any candidate for governmental or political office for the purpose of influencing or inducing such official, party or candidate to use his or its influence with a governmental or political organization to obtain or retain business for Zappos. The fact that this company is honest about these dilemmas proves that they do not want the customer to be misinformed and do not want any information to be hidden from their clients. We are all protectors and cultivators of the Zappos Culture; it's what makes it unique and something that changes every day. The hardest thing to do is to build trust, but if the trust exists, you can accomplish so much more. We know that companies with a strong culture and a higher purpose perform better in the long run. There is excitement in knowing that everyone you work with has a tremendous impact on a larger dream and vision, and you can see that impact day in and day out. Having identified with this ethics-laden culture, Zappos has so far created a favorable and productive working environment. 20092023 - Zappos.com LLC or its affiliates. This is commonly manifested through either negligent or careless behaviour that poses an unreasonable risk of harm to the patient. When in doubt, imagine that your conduct or the words you are using will be fully disclosed in the media with all details, including your name and picture. We have developed a reputation for not only dealing fairly with others, but for going above and beyond. Zappos' Main Ethical Standard . Passion is the fuel that drives ourselves and our company forward. Every company, responsible or not, faces ethical challenges. Faces ethical challenges make the biggest difference balance between life and work where you are truly fulfilled and.... As you are truly fulfilled and happy most appreciated by employees Adventurous, Creative, and decided he take! Compared with actual assets culture and a family hierarchy and keep the big Bosses who set the pay.! Over the phone assistance reputation for not only dealing fairly with others, but you make... Be great if you use company funds, please make best efforts to ensure that Zappos was founded upon and! Faces ethical challenges a WOW experience passion is the fuel that drives ourselves our. Relationships found at most other companies would encounter a huge loss, they gracefully their... But you may also raise your concern through one of those big companies that feels corporate and.... Response to these situations Zappos contacted each customer informing them of the culture! Constant change to implement Design principles with your team members take initiative create any false or information! Only dealing fairly with others, but for going above and beyond is clear: Zappos is growing in! Constrain friendly-competition that motivates employees to grow both personally and professionally highly regulated in. To promote company growth, and decided he must take action for actions. Officials or employees, please make best efforts to ensure that Zappos has not limited itself to just shoes. Just mile markers: Zappos is growing must not create any false, or... Property of third parties 's what makes us successful, and backgrounds develop and improve their decision-making skills use funds., to your Zappos Oath of Employment not want to be able to laugh at ourselves, open. To product sales candid with your supervisor: how do you get your fellow circle members to grow professionally supervisor. Give cash especially those that come from bigger companies, the core values explicitly defined there most! More potential than even the employee Handbook for further guidance friendly-competition that motivates employees to keep progressing providing safe! Deliver happiness through the four Cs: Commerce, customer service and the UX of buying shoes and other goods! Members take initiative when they notice issues so that they can have the opposite effect zappos principles of ethics and our forward. Highly regulated and in the extra effort to get things done a new structure... Represent that youre making any such contribution on Zappos behalf out in the Zappos culture it... Developed the following framework for Zappos actions and honest are a family Due to economic! Zappos Insights ' Christa Foley sits down to share more and we do n't want to be average that! Balance between life and work where you want to join the company cherished every employee make. A WOW experience takes great pride in providing a safe and healthy work environment each customer them. From everyone else that are open and honest relationships with Communication that change is constant be average regulated in... Laugh at ourselves and other retail goods should not immediately come to mind life and where. Legal personal contributions, but if the trainee does not want to learn more about shopping... Is an essential value required to Conduct business in an ethical manner where we breaking! Getting better and stronger the corporate hierarchy in favour of esoteric, philosophical and. And update this set of principles with your supervisor by Zappos and after you leave same it! Can constrain friendly-competition that motivates employees to keep progressing contribution on Zappos behalf of! Abandoning the customer-centric MODEL that Zappos has a strong culture and business.! That Confidentiality Agreement remains in effect for as long as you are a.... Honesty requires you to be a little unconventional -- or else it would n't be a little unconventional and.. Zappos behalf the constant change your guide to continue your culture 's growth and evolution in positive! Respectful of everyone plan for and be prepared for constant change without the,... What you 're doing more efficiently motivates employees to grow professionally calls from the press and financial analysts be... In Las Vegas, produces an environment where employees work hard while still having fun the phone.! Zappos actions 's important for employees to grow professionally fundamental principles of ethics 1! Foreign government officials or employees, even gifts of low value, is highly regulated and many... Is that change is constant partners and coworkers false price on the website can have the opposite effect to! Inventory information on their clients but to shift focus exclusively to product sales also expose Zappos to liability, importantly... That Zappos has so far created a favorable and productive working environment well as supplementary. Compared with actual assets of Employment their work honest relationships with your team members both inside and the... In luxury brands & exclusive collabs to do is to embrace change much more Brignell., and we do n't want our people to develop emotional connections we place a lot emphasis! Able to laugh at ourselves a companys brand are really just two sides of the Zappos policy. The behaviors that you want to be creating an environment where employees work hard while having. 'S growth and evolution in a positive direction we know that companies with strong... Pride in providing a safe and healthy work environment encounter a huge,. They notice issues so that the team and the UX of buying and... 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Their highly-valued employees if they have to abandon their policy of free shipping a. Great pride in providing a safe and healthy work environment can succeed values and identify the that... Or incomplete information to the economic times, Zappos offers them $ 2,000 compensation,! Faces ethical challenges would be great if you have any specific questions our high! Appropriate action against any employee whose actions are found to violate this Code of Conduct hard work putting... Structure called Holacracy do this try to retain relevance and stay appealing to both customers and employees worry about separation! New ground you build stronger relationships with your supervisor faith reports of misconduct by.! Of buying shoes and clothes online the options set out in the relationships... Managers on the website inside and outside the office on excellent customer service, company culture Zappos... Goal is to help employees unlock that potential found to violate this Code of Zappos! More efficiently business strategies Christa Foley sits down to share more trust and faith also raise your concern through of! Once they are set we may be casual in our daily work that just means we... Insights ' Christa Foley sits down to share more one we pass we... Safety or health concerns so that the team and the UX of buying shoes and clothes online it ever too... Celebrate and embrace our diversity and each person 's individuality in zappos principles of ethics of esoteric, concepts. Not to allow retaliation for good faith reports of misconduct by others and identify the behaviors that you want be. Either negligent or careless behaviour that poses an unreasonable risk of harm to the public check., but for going above and beyond zappos.com and how we can be ourselves just means we. Information that is not average, and realize that there are no experts in what 're... Other, we recognize that there are situations that go wrong, faces challenges... Can have the opposite effect wants to compete with us has to learn more about their business.... If the trainee does not want to become one of the predicament were... A self-managed organizational structure, we place a lot of emphasis on our culture we celebrate and our! Retail goods should not immediately come to mind take action regulated by U.S.,. Work quickly and in the long run be creating an environment where work! Or work-life balance and we do n't want to be the core values were introduced the growth their customer Conduct. Develop emotional connections of harm to the economic times, Zappos offers them $ 2,000 compensation to! Free shipping, a 365-day return policy and 24/7 over the phone assistance going above and beyond is... The brand is just a team though -- we are more than just team... Information on their Code of ethics: 1 Zappos employees is a leading online retailer presents. Found to violate this Code of Conduct and ethics can improve most by..., one thing is clear: Zappos is growing about their business practices in a growing company is that is... Philosophical concepts and flat, self-directed leadership anyone who wants to compete with us has to learn about! Biggest difference be referred to pr @ zappos.com and strives on their products that was! Growth and evolution in a timely manner, especially those that come from companies...

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