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Joel Liu's Library tagged happiness →  View Popular, Search in Google

Aug
30
2009

  • Our whole belief is in today's world companies are becoming more transparent whether they like it or not. One disgruntled or happy employee can write something on a blog and have that read by millions. It's the same thing with a customer. Our belief is a company's culture and brand are two sides of the same coin. The brand may lack the culture but eventually it will catch up. You can't control every touch point like you could 50 years ago. The only way to do it is instead of trying to "control the touch points" is to get the right people with the right attitude, build the right culture and the rest will take care of itself. If I were to ask you of the brand of the airline industry, most would say something about bad customer service. No airline went out and said they wanted their brand to be about that, but that's the brand of the industry.
  • With my first company it was not paying attention to the culture. We hired the right people with the right experience and skill sets, but we didn't know to look for a culture fit. By the time it was 100 people, I didn't want to go into the office anymore. That was a weird feeling. That's why we ended up selling the company.

  • Walking In Zappos' Footsteps
     

     

     Hsieh says his focus for 2009 are the Three C's: clothing, customer service and culture. Seven ways you can bring Zappos' core values into your company: 

     

     1) Decide: If you're going to build a sustainable brand, it will require more patience at the outset to lay the foundation. 

     

     2) Figure Out Values & Culture: When your personal values are in line with your company values, you don't have to worry.  

     

     3) Commit to Transparency: From Twitter, an "Ask Anything" newsletter, extranet for vendors, tours and reporter visits, keep practices open and accessible. 

     

     4) Vision: Whatever you're thinking, think bigger. Chase the value not the money. And that includes your employees' vision as well. 

     

     5) Build Relationships: Not networking. Meeting interesting people. 

     

     6) Build Your Team: Hire more slowly and fire more quickly. 

     

     7) Think Long Term: Overnight successes were a long time in the making. 

  • Hsieh went on to elaborate where happiness often comes from.   Happiness he said, was about “perceived control, perceived progress, connectedness, and vision or meaning” and went on to share how these principles of personal happiness can also be applied to buisness and how they implemented them at Zappos. 
Jun
29
2007

    • Employees set their own working hours
    • Employees choose their own salaries
    • All meetings are voluntary and open to everyone
    • Employees hire their own bosses
    • HR has been almost abolished, because leaders need to be able to treat their employees right themselves
    • All employees rate their bosses twice a year and all ratings are published
    • Employees choose which leader they want to work under
    • Employees choose which Semco office they want to work out off
    • Employees can take early retirement, meaning they get one day a week off in return for working one day a week after they retire.
Nov
9
2005

  • When something goes wrong try to figure out a solution instead of wallowing in self pity. Truly happy people don’t allow set backs to affect their mood because they know that with a little thought they can turn the circumstances back to their favor.
  • Understand what it is that will make you happy. Everyone has unique requirements for attaining happiness and what makes one person happy may be very different from what
  • 1 more annotation(s)...
  • hehe, nice tips - Joel Liu on 2005-11-09
Oct
5
2005

  • If true, it would be good news because research shows that happier people are  healthier, more successful, harder-working, caring and more socially engaged.  Misery makes people self-obsessed and inactive.
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