2. Does it make a difference if an entrepreneur who is starting up a new company tries to replicate the Zappos model, versus an established company trying to change an existing culture? It is FAR easier to start on day 1 – to architect your culture from the start, then try to do it half way through. It is why most companies fail at building a great culture. And most entrepreneurs dont realize how important it is until much after they (we) start our companies.

3. Do you believe each company has its own, unique culture based on its mix of executives and employees? Why or why not? Absolutely. When done right, your culture dictates who you hire, AND who you fire.

4. Lastly, do you think Zappos’ employee policies would work for most companies? Why or why not? Nope. Those policies will work only if you have a great culture – thats the beauty of it!

Loved your comments! Thanks for weighing in. Your observations mean a lot because you’ve drunk the Zappos Kool Aid as you pointed out yourself–tongue in cheek! Seriously though, it’s nice to have insights on how Zappos’ employees feel about their company and their remuneration packages. . .and more info on how it works. Love your observation about Tony Hsieh working in cubicle land with his employees and the fact that egos seem to have been checked at the door. All great stuff. You’re right, Ron: there are aspects of Zappos’ culture that could and should be emulated by other businesses. Just one thing: it’s impossible to replicate exactly since every company has its own unique culture, right?

Thanks for weighing in, Ron. Great stuff.

1 – They have fun… I would work for these guys any time!!!
2 – They focus on making the customer happy resulting in job satisfaction!!!
3 – They embrace and promote cross TRAINING and mitigate stagnation!!! This enables all Zappos employees the ability to grow into positions where 401K plans and bonus’s are a possibility… So, they do not inhibit GROWTH and in fact promote it better than any company I have first hand knowledge.

Last but not least, Tony works in a cubicle right along with his guys. Culture and environment is almost always created from the top down. I did not see ego’s running around like “chickens with their heads cut off” – YIKERS. If a company wants to duplicate their processes (and In think it is a great idea to at least adopt some if the company wants to be successful with HR in the near future) then looking at there organization from the top down might make cents (sense)!

Personally… I drank the Zappos Coolaid but I would add my own sugar:)

Cheers Ron

I know what you mean. It crossed my mind as I was writing this post: “I wonder how many employees would be happy with this compensation in most companies. . .” You’ve got to consider. Maybe they’ve been given stocks or some other perks we simply don’t know about. The article did not elaborate on that. Great observation, though.

Thanks for bringing up an important point, Pat. I appreciate it.

Do you happen to know if Hsieh considers himself ‘productive’ and pays himself at the same rate?

Just askin’.

Thank you for weighing in on my post. All I have to say to your insights is this: exactly right. Every company is unique because it is comprised of its own unique group of employees. While it is possible to glean some good ideas from other enterprises, at the end of the day, it isn’t possible to exactly copy them. . .nor, as you stated, should we want to. Rather, we can use the ideas of successful companies as a way to understand how important it is to build a strong company culture that is customer-centric from top to bottom. Do what you’re doing with your own business; you’ve got the right idea. Thanks again, Bobby.

At the end of the day, I want people to do business with my company and like my company because of who and what we are – not because we succeeded in being like someone else!