
December 2009 Archives

The Frameworks of HappinessTony Hsieh, CEO of Zappos, believes
the key to maintaining a positive company culture in the workplace is to
inspire your employees to be happy. To define what this looks like, Hsieh has
divided Happiness into four motivating factors.
- Perceived Control- Although control may be somewhat of an illusion, the perception of control can make you function better in life. People who 'feel' in control are more confident, calm and effective. When you believe you can make your life better, you will attract positive experiences to confirm that belief.
- Perceived Progress- People perform better in life and work when they are acknowledged and validated. Zappos used to award promotions every 18 months until they realized that giving employees smaller promotions every 6 months gave them a sense of ongoing success and made them more productive.
- Connectedness- Humans have the innate need to connect. We feel more secure and more supported when we are part of a community that shares the same values and purpose. Creating a team environment is essential to make employees feel that they belong in this company and can trust the people they are working with.
- Meaning/Higher Purpose- Nothing makes people feel more valuable than being part of something that matters. Enlisting employees into the company's greater vision and allowing then to make a difference will inspire them to reach their potential. Because at the end of the day, happiness comes from contributing yourself to something that is greater than yourself.

People are actually pleased to work there and believe in what they're doing. For a company that just sells apparel, this is quite an accomplishment. Hsieh doesn't do this by incentivizing his employees to act caring to customers. He does it by making people happier; by making Zappos a place where people feel inspired to do good. Which is why Hsieh's biggest priority in running a successful startup is Company Culture.
Everything at Zappos is built on the foundation of its core values around company culture. Employees are hired and fired by whether or not they are a culture fit. Instead of funding a marketing department, Hsieh makes Zappos a place that fosters positivity, meaning and purpose in his employees lives, which customers will naturally be drawn to and talk about. And any good business person knows that viral marketing is the most effective way to increase sales. Hsieh believes in the ripple effect that if employees are happy, customers will be happy, and if customers are happy, your business will profit, and much more than companies where employees just see it as a job.
Stay Tuned for the Next Post On "The Frameworks of Happiness"
http://techventure.com/blog/2009/12/the-heart-of-the-startup-part-3.php
LeWeb
was all about heart this year. Words like 'spirit,' 'caring,' and 'happiness'
seemed to be flying out of just about every panelist's mouth. Love was in the
air, as it should be in a city like Paris, two weeks before Christmas, amongst
a group of some of the most inspiring people in the world of tech.
The
question wasn't new: "What makes startups successful"? However,
the perspective on how to get there seems to have shifted into a place less
about numbers and analytics to a place of feelings, motivations and intentions.
"Chase the passion, not the money" as Tony Hsieh, CEO of Zappos, put
it.
Sometimes
it takes the passion of Paris with the inspiring words of great leaders to
remind us to come back to our core values. 'Tis the season to open our hearts
and rekindle our thoughts with what matters in life . . . and ultimately find a
way to translate that into business.
Stay tuned to the next post for "Principle I: Company
Culture" based on the advice from LeWeb panelist Tony Hsieh.