Next when reading Tony Hsieh’s book I’m wondering about how it is to have a family at home and friends from before when working at Zappos. It’s great to love to go to work, to feel that you have friends there who care for you and who support you, but as a parent of three kids I wonder how you cope with the other cultures that you must be a part of – the small communities of every school and daycare that your children belong to? It feels quite important to actively take part in your children’s school when parents arrange mingles and activities. If you don’t your kid is soon an alien to school, friends and to you. So how do you fulfill your parental role while being a part of a culture as Zappos, asking you to check in your full time, ethics and soul into the company?
Or maybe it’s a culture created by and for dinkies or at least childless employees and there should be other companies in the society building culture by, with and for parents… and everyone else who is not willing to check in his soul to a company.
It is much more fun to go to work when believing in and embrasing the goals and when being a part of the company, but at the same time it’s easy for this kind of culture to become a cult – a religion - creating new goals and ethics over time that everyone follows out of pure social validation. In my mind it is sound and maybe even human to be precautious to that kind of traps. At the same time as I adore the described Zappos culture and philosophy, it is always scary when groups become strong and powerful. Powerful cultures got power over the group and over others.
More thoughts from Tony Hsieh’s book Delivering Happiness
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6 juni 2011
5 juni 2011
Bad stories are making you even less successful
Reading Zappo CEO Tony Hsieh’s ’Delivering Happiness’ most of his philosophy sounds sound and impressive, but there are also some things that fret my mind.
It’s what we often believe and say in this time of transparency, and I guess we who don’t run a huge organization also embrace it while those who do run an organization often seem scared and unprepared. It’s what would give power to the people. The idea is that any employee or customer can spread a negative experience to thousands of others and the effect would be disastrous.
But we are not there. Customers can repeatedly report a bad experience of a service and yet, if the pressure from friends, media or oneself is big enough, they keep coming. For how long I don’t know, but the companies who don’t put the user experience before the money are many – and they stay alive. In my mind they would probably have been far more successful if they set the values the other way around, but yet, they can be mighty as it is.
Even more evident is that it is still very hard for employees and ex employees to spread the word of a negative company culture. It just doesn’t look good to slander your employer. As an employee you look disloyal, disturbing and obstinate. As an ex employee you appear phased out, bitter and gossiping. In both situations you are probably looking for a new position and would much rather be associated with adjectives such as change forward, courageous and innovative – so you better just say something like I cannot fulfill my personal goals within this organization.
It still feels as people just don’t like to think of big successful companies as bad organizers – how could they be successful if they are not doing it right all the way? Nobody want to hear of the bad stories.
Your culture is your brand
It’s what we often believe and say in this time of transparency, and I guess we who don’t run a huge organization also embrace it while those who do run an organization often seem scared and unprepared. It’s what would give power to the people. The idea is that any employee or customer can spread a negative experience to thousands of others and the effect would be disastrous.
But we are not there. Customers can repeatedly report a bad experience of a service and yet, if the pressure from friends, media or oneself is big enough, they keep coming. For how long I don’t know, but the companies who don’t put the user experience before the money are many – and they stay alive. In my mind they would probably have been far more successful if they set the values the other way around, but yet, they can be mighty as it is.
Even more evident is that it is still very hard for employees and ex employees to spread the word of a negative company culture. It just doesn’t look good to slander your employer. As an employee you look disloyal, disturbing and obstinate. As an ex employee you appear phased out, bitter and gossiping. In both situations you are probably looking for a new position and would much rather be associated with adjectives such as change forward, courageous and innovative – so you better just say something like I cannot fulfill my personal goals within this organization.
It still feels as people just don’t like to think of big successful companies as bad organizers – how could they be successful if they are not doing it right all the way? Nobody want to hear of the bad stories.
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