We believe that inside every employee is more potential than even the employee himself/herself realizes. Practical insights for compliance and ethics professionals and commentary on the intersection of compliance and culture. We are more than just a team though -- we are a family. It lets you send two faxes a day, of up to 10 pages each, without . We believe that the best teams are those that not only work with each other, but also interact with each other outside the office environment. At Zappos, these low-cost perks are often the most appreciated by employees. Are you learning something every day? Are you afraid of making mistakes? This way the company can work around what needs to be done instead of around the people who do it. Honesty Honesty is an essential value required to conduct business in an ethical manner. Waivers of this Code of Conduct may be made only in a manner permitted by law. 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. We can all take great pride in the many wonderful things that Zappos stands for, and as long as everyone remains committed to the values that make us special, Zappos will never be just another company. As we continue to grow, we strive to ensure that our culture remains alive and well. Business contributions to political campaigns are strictly regulated by U.S. federal, state and local law. At Zappos, anything worth doing is worth doing with WOW. Be Adventurous, Creative, and Open-Minded 5. Our ten core values are: Deliver WOW Through Service Embrace and Drive Change 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://about.zappos.com/our-unique-culture/zappos-community-involvement?page=1 A law is defined as: . Check out our Oath of Employment, which we use to not only highlight our values, but commit to them both as Zappos employees and as a business. It owes its success largely by focusing on excellent customer service and the UX of buying shoes and clothes online. Each one we pass means we've gotten better. 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. Checklist Review: Facilitator reads aloud a checklist for each of the roles, which the person in . Additional restrictions on use of confidential information are more fully set forth in the Confidentiality Agreement each of you signed upon accepting employment with Zappos. In most companies, new ideas have to be approved by a manager or a chain of managers. 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. As Zappos continues to transform and scale, we want to ensure the four Cs remain top of mind in our day-to-day business operations. The diversity of Zappos employees is a tremendous asset. Ask yourself: How do you encourage more teamwork? We are not an average company, our service is not average, and we don't want our people to be average. Embrace and Drive Change 3. They're a way of life. Ask yourself: Are you humble when talking about your accomplishments? Zappos is an online shoe and clothing store. How do you encourage more change to be driven from all areas of the organization? 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. 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. We are inspired because we believe in what we are doing and where we are going. Employees and managers on the same level playing field can constrain friendly-competition that motivates employees to keep progressing. 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. 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. In these times of change, ethical considerations taking a backseat to a lean business model is not a sustainable approach. And for these Zapponians, it's the perfect backdrop to build meaningful connections. Or maybe you love it. First, how can Zappos continue to use competitive pricing in international markets that may have similar products with cheaper price tags? If you are uncomfortable with the idea that your conduct or words will be available for all to see, you should think again about your course of action or words. Confidential information may include, for example, information about Zappos strategy, plans, customers, suppliers, financial statements, credit card information, contracts, capitalization, proposed acquisitions or divestitures, as well as confidential information about other companies with which we do business. http://www.forbes.com/sites/csr/2010/11/23/at-zappos-getting-fired-for-not-contributing-to-company-culture/ A CUSTOMER-FOCUSED BUSINESS MODEL . Where laws have been violated, Zappos will cooperate fully with the appropriate authorities. Get a $10 credit for Fathom Analytics. Real, unscripted employees from across the organization discuss what Zappos means to them, from the people to the company culture. We want just a touch of weirdness to make life more interesting and fun for everyone. Ask yourself: Are you passionate about the company? I don't have to pretend to be something I'm not, which makes Zappos a comfortable place to be. How has Zappos managed ethical risk, . You may not like it. Sometimes, it's the little things that make the biggest difference. Conflicts of interest should be avoided. That is the cycle of growth, and like it or not, that cycle won't stop. Past epic party themes have ranged from Mardi Gras and old-school hip-hop to a Hawaiian luau at a waterpark. 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. The first was the 2008 Layoff. We should always be seeking adventure and having fun exploring new possibilities. A year later, at the age of 26, Tony Hsieh became the CEO. In a very direct way, complying with applicable laws promotes our core value of building open and honest relationships, for how can you expect to have open and honest relationships if you are acting dishonestly? By working as a team, by partnering, you are setting the stage for success! Are you a better person today than you were yesterday? Zappos.com, Inc. Code of Business Conduct and Ethics As Revised May 1, 2010 Living Our Core Values 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. Zappos HQ, in Las Vegas, produces an environment where employees work hard while still having fun. However, Zappos will keep some hierarchy and keep the Big Bosses who set the pay structure. To WOW, you must differentiate yourself, which means do something a little unconventional and innovative. Ask yourself: What can we do to be a little weird and differentiate ourselves from everyone else? 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. What do you do to make your co-workers' jobs fun as well? Ask yourself: How do you grow personally? How do you grow professionally? A key ingredient in strong relationships is to develop emotional connections. How do you get your fellow circle members to grow professionally? 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 believe in what we are doing and where we are going? Please contact the Finance Department if you have any specific questions. If so, you should probably decline it. Up to 60% off select boots, sneakers & outerwear. Over time, we want everyone to develop his/her gut about business decisions. Building a culture is a special process that can't be taken lightly. HRM 30200: Applied Ethical Issues Nov. 25, 2013 Position Paper 9 Zappos is an online clothing and shoe retailer. It leads to higher employee engagement and higher profitability. Companies and employees worry about work-life separation or work-life balance. This means that our work is never done. What can we do that's both fun and a little weird? Ethical and Socially Responsive Business Bruce Carter Principles of Management - MGMT 3101 Dr. Yolanda Ogletree January 24, 2018 As legally required The Cheesecake Factory Incorporated has a Code of Ethics and Code of Code of Business Conduct. What can you do with your team members so that you feel both like a family and a team? How can the company as a whole become more efficient? 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. You can choose to be thoughtful about your company culture. Strong, positive relationships that are open and honest are a big part of what differentiates Zappos from most other companies. Our relaxed and supportive office environment allows individuals to show up authentically yes, even in their flip flops or footie pajamas. The hardest thing to do is to build trust, but if the trust exists, you can accomplish so much more. We decided that we wanted to build our brand to be about the very best customer service and the very best customer experience. 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. Zappos Insights was established as a supplementary support for customers who want to learn more about their business practices. The program promotes environmental awareness through outlets including cleaner water, recycling, reusable packaging, air quality, and energy conservation. This means that many things we do might be a little unconventional -- or else it wouldn't be a little weird. 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. Please refer to the applicable sections of the Employee Handbook for further guidance. 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. CEO Tony Hsieh believes that the secret to customer loyalty is to make a corporate culture . Subscribe to our newsletter. Our bonds go far beyond the typical "co-worker" relationships found at most other companies. WOW is such a short, simple word, but it really encompasses a lot of things. Unless information is publicly available, you should in general avoid discussing the following subjects with any competitor: prices, terms or conditions of sale; credit terms, discounts, profits, profit margins or costs; market segment shares; distribution practices; bids on contracts; sales territories; selections, rejections or terminations of customers; or any other matters where an agreement with a competitor would be inconsistent with the complete freedom of action of Zappos in the conduct of our business. ), but that just means that we're moving -- that we're getting better and stronger. 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. For all our emphasis on customer service, our #1 priority is company culture. In the end, both Zappos and its customers benefitted from the merger. Have you WOWed at least one person today? 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. If the trainee does not want to join the company after this process, Zappos offers them $2,000 compensation. But it has to be a joint effort: You have to want to challenge and stretch yourself in order for it to happen. Disciplinary actions may include the immediate termination of employment. It is real. 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. Fundamentally, we believe that openness and honesty make for the best relationships because that leads to trust and faith. And whatever you do must have an emotional impact on the receiver. Yessica Najarro. It's a setup that's supposed to encourage collaboration by eliminating workplace. Further, we dont promote work-life balance in the traditional sense. To help avoid conflicts of interest, Zappos has adopted the following rules: Employees or consultants who buy or sell goods or services or have responsibility connected to buying and selling for or on behalf of Zappos and members of their respective families are prohibited from having (i) any economic interest in private business concerns that transact business with Zappos or are in competition with Zappos, and (ii) any significant economic interest in such business concerns that are publicly held. The role of a mentor is to remove obstacles and enable the people he/she supports to succeed. Principle of Ethics Zappos has a strong ethical climate and strives on their Code of Conduct and Ethics. You will find our core values explicitly defined there. That part is fairly easy. As CEO, Tony Hsiehs has given priority to encouraging a strong corporate culture. 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. A strong culture means lower employee burnout and therefore, lower turnover. How can your department become more efficient? 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. At its core, self-management means knowing exactly what you are responsible for and having the freedom to meet those expectations however you think is best. 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