Zappos will promptly investigate all reports of alleged non-compliance with this Code of Conduct and other reported improprieties, and determine an appropriate course of action. http://blogs.zappos.com/blogs/zappos-family/2012/03/08/formally-introducing-zappos-l-e-f But why? We must never settle for "good enough," because good is the enemy of great, and our goal is to not only become a great company, but to become the greatest service company in the world. Are you a better person today than you were yesterday? At Zappos, we think it's important for people and the company as a whole to be bold and daring (but not reckless). For some people, especially those that come from bigger companies, the constant change can be somewhat unsettling at first. Anyone who wants to compete with us has to learn the same things, so problems are just mile markers. It is Zappos policy not to allow retaliation for good faith reports of misconduct by others. The brand is just a lagging indicator of the culture. 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. You are also prohibited from using Zappos property, information or position for personal gain, or competing with Zappos or Amazon. Checklist Review: Facilitator reads aloud a checklist for each of the roles, which the person in . Today, we still sell shoes as well as clothing, handbags, accessories, and more. Making choices about the direction of a business which affect peoples livelihoods directly cannot be done ethically if it is done experimentally. 2. We aim to inspire the world by showing its possible to simultaneously deliver happiness to customers, as well as employees, vendors, shareholders and the community, in a long-term, sustainable way. Ask yourself: How do you encourage more teamwork? You must also avoid any investment, interest or association that interferes or might interfere with your independent exercise of judgment in Zappos best interests. You may not, without the approval of the Finance and Legal Departments use any Zappos funds for political contributions of any kind to any political candidate or holder of any national, state or local government office. You must never engage in competitive conduct that cannot be justified by sound business considerations wholly apart from its effect on any injured competitor. The following potential ethical challenges that may arise from the re-organization: With over 1,500 employees on staff, there could be some issue with maintaining employee and managers' relationships in a harmonious state, while keeping employees motivated (Echevarria, 1999). Our culture would not be what it is today without Zapponians past and present. A conflict of interest will exist if your decision may personally benefit you, a relative, or a significant other. At Zappos, we encourage every employee to bring their whole self to work. Over time, we want everyone to develop his/her gut about business decisions. So there are no experts in what we're doing. Ethical Culture Of Zappos This shows the companies dedication to their employees. Practical insights for compliance and ethics professionals and commentary on the intersection of compliance and culture. 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. An Evolutionary Organization 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. Zappo's Design Principles In one way or another, the concepts of integrity, honesty and commitment contained in this Code of Business Conduct and Ethics (the "Code of Conduct") are already touched on in our Core Values and currently exist in our company culture. 20092023 - Zappos.com LLC or its affiliates. Customers were confused on why Zappos had decided to unite with Amazon, and instead of leeaving their loyal consumers wondering, they publicly expressed the situation. Its what makes us successful. Determine the major impacts that Zappos' leadership and ethical practices philosophy have had on its stakeholders. 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. 20092023 - Zappos.com LLC or its affiliates. Waivers of this Code of Conduct may be made only in a manner permitted by law. Deliver WOW Through Service 2. 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. You may not have "planned" it. However, if not carefully implemented, they can have the opposite effect. The diversity of Zappos employees is a tremendous asset. But it can also at times feel risky, stressful, and confusing. 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. If it ever gets too easy, start looking for a tidal wave of competition to wash us away. http://about.zappos.com/jobs/why-work-zappos/our-benefits One of the main perks of working for Zappos are the vast and numerous benefits. Since our humble beginnings, Zappos has been a customer-obsessed company that focuses on delivering a WOW experience. Zappos has addressed some critical challenges, handling them with agility, strength, and precision. We want everyone to always try to go the extra mile in encouraging thorough, complete, and effective communication. That's a bit scary, but you can take comfort in knowing that nobody else knows how to do what we're doing either. Is there a sense of adventure and creativity in the work that you do? Zappos has established partnership with a number of charitable organizations in order to foster employees' interaction with the community. We use mistakes as learning opportunities. You may make legal personal contributions, but you may not represent that youre making any such contribution on Zappos behalf. Similar restrictions on political contributions may apply in other countries. At Zappos.com, our purpose is simple: to live and deliver WOW. Please consult with the Zappos Legal Department before providing or paying for any meals, refreshments, travel or lodging expenses, or giving anything of value to a government employee, whether US federal, state, local or foreign. It is critically important in maintaining our integrity that nobody at Zappos, whether an employee or consultant, be subject to influences, interests or relationships that conflict with Zappos best interests. This means the best leaders are servant-leaders. The first was the 2008 Layoff. Employees: 1500+, http://www.wwd.com/footwear-news/markets/zappos-milestone-timeline-2121760, http://about.zappos.com/our-unique-culture/zappos-core-values, http://www.creative-brand.com/bank-branding/a-culture-worth-admiring-zappos-com, http://www.forbes.com/sites/csr/2010/11/23/at-zappos-getting-fired-for-not-contributing-to-company-culture/, http://about.zappos.com/jobs/why-work-zappos/our-benefits, http://about.zappos.com/our-unique-culture/zappos-community-involvement?page=1, http://blogs.zappos.com/blogs/zappos-family/2012/03/08/formally-introducing-zappos-l-e-f, http://tbo.com/news/business/zappos-hacking-could-cause-consumer-problems-later-348177, http://redcouch.typepad.com/weblog/2009/07/why-i-dont-like-the-amazonzappos-deal.html, http://www.ariozick.com/why-zappos-shouldnt-be-your-business-model/, http://danielsethics.mgt.unm.edu/pdf/ZapposCase.pdf, https://blog.kissmetrics.com/zappos-art-of-culture/, http://blogs.zappos.com/blogs/ceo-and-coo-blog/2009/01/03/your-culture-is-your-brand, http://www.zapposinsights.com/training/holacracy, http://www.businessinsider.com/bosses-in-zappos-holacracy-2014-1. 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. Strong relationships allow us to accomplish much more than we would be able to otherwise. In an attempt to boost transparency and reorganize operations Zappos has decided to switch over to a super-flat structure known as Holacracy. Strong, positive relationships that are open and honest are a big part of what differentiates Zappos from most other companies. Zappos takes great pride in providing a safe and healthy work environment. If you think you may be pursuing such an opportunity, you should discuss the matter with the director or Vice President of your department or business division or the Zappos Legal Department. However, Zappos has not limited itself to just selling shoes. We watch out for each other, care for each other, and go above and beyond for each other because we believe in each other and we trust each other. Especially and including roles that are closest to our customers and/or issues. Please refer to the applicable sections of the Employee Handbook for further guidance. And it's true: we don't. If the trainee does not want to join the company after this process, Zappos offers them $2,000 compensation. In any case where you are unsure about the propriety of an event or action, please seek out your supervisor, the director or Vice President of your department or business division, or the Zappos Legal Department for further guidance. But it's there. Your company has a culture. We want the weirdness in each of us to be expressed in our interactions with each other and in our work. Work can be fun! Do you view new challenges optimistically? While you may think that there would not be a problem with taking a government employee out to dinner or paying for a round of golf, there may be. Zappos ten core values are Deliver WOW Through Service, Embrace and Drive Change, Create Fun and A Little Weirdness, Be Adventurous, Creative, and Open-Minded, Pursue Growth and Learning, Build Open . Do you encourage and drive change? Sometimes, it's the little things that make the biggest difference. We decided that we wanted to build our brand to be about the very best customer service and the very best customer experience. Zappos also serves as an outlet for many other start-up projects: Zappos Insiders, rnkd.com, fandeavor.com, yesterbox.com, and pinpointing.app.zappos.com serving as a source for socially responsible spin-off projects. In January of 2012, Zappos database was hacked and millions of customers personal information was taken. In one way or another, the concepts of integrity, honesty and commitment contained in this Code of Business Conduct and Ethics (the Code of Conduct) are already touched on in our Core Values and currently exist in our company culture. This means offering shoppers more clothing styles and variety, reimagining ways to exceed customer expectations, protecting and growing our company culture, and serving communities near and far. 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. Hello, Savings. Humbly speaking, creating a positive, productive culture is our bread and butter. We believe in hard work and putting in the extra effort to get things done. You owe a duty to Zappos to advance our legitimate interests whenever the opportunity to do so arises. Since adopting Holacracy in 2014, we've evolved how we use self-organization to find ways to layer our culture, core values, and focus of people into the system in a way that works for us. These modern visions of management seek to enfranchise the individual. Subscribe to our newsletter. 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