The Zappos Family Reviews

Pros

Lots of freedom to be yourself and fun! Benefits are awesome as well as schedule (sometimes).

Pros

Excellent medical benefits, flexible schedule (except for call center)

Pros

People are nice, good health benefits, fun parties

Advice to Management

Step up, or get out of the way, before you drag the entire company down.

Pros

Some very caring people, wonderful benefits and perks

Advice to Management

Get on the phones. Stop micromanaging to avoid real work. Check your ego at the door.

Pros

The benefits are fantastic, some of the best health insurance I'v ever had and the on-campus amenities are pretty nice. Many of the people who work there are very cool and can become friends outside of work too.

Advice to Management

Listen to your own core values and start valuing your employees in a real way, not just giving out shirts and offering social media ops. Also, ditch the self-management and go back to what worked before.

Pros

I felt important.We worked hard, played hard, and we did whatever it took to deliver a positive customer experience.

Advice to Management

Please teach the leadership principals used at Zappos to the rest of American companies before it is to late. Take care of your employees because they take care of your customers.

Pros

I’ve met some of my best friends while employed here for 10 years. There are some amazingly talented, genuine people that work here. Other pros: Casual, laid back atmosphere, flexible work schedule, good work/life balance, free/subsidized food, average pay, and decent benefits.

Advice to Management

It’s not your way or the highway! Stop getting in the way and let the talented shine. Be fair and supportive to allow all your people to demonstrate they are capable. And if they are not, everyone should be given the equal opportunity, time, and fair compensation to find another position within the company before being terminated. And, discriminatory jokes are not funny, period.

Pros

AMAZING benefits. They give you alcohol to hush you up too. The company throws a few parties a year for employees which are fun. You can bring your dog to work after they meet some basic qualifications.

The attendance policy is a give or take. For the most part you're allowed to miss a few days without reprocussion. It's usually set up on some sort of a point policy. Example: You're given 70 points, you miss one day, that's a 10 point deduction. It's usually a 6 month turn around to earn those points back. If you hit 0 points, you're terminated. This sounds rough, but it's one of the fairest policies I've ever worked with.

If you're young, single and don't have a family, this place is great for you.

Advice to Management

One on one coaching is great, but physical, signed copies of performance plans would be ideal to alleviate confusion. Having a coach say, "You're doing great! You've made so much improvement! Let's keep working on this," does not constitute a performance plan. Coaches need to be painfully blunt when they're guiding an employee. If an employee needs improvement, they need to know exactly where the improvement is needed and they need to know the severity of the meeting they're in. Please afford future CLT members the clarity that I was denied because my coach was too scared to tell me I was being put on a performance plan. You can imagine how blindsided I, and nearly my entire team felt to find out we were all on some form of performance plan a month after it was issued.

Rotate coaching positions more as the many of the same people who were lead links when I was hired 4 years ago are still coaches today. It becomes stale and feels like favoritism to regular phone workers.

Communicate with teams openly and actually accept feedback from those teams. The SCS circle does not easily facilitate this and in the last year of my employment I felt more disconnected from the job than I'd ever felt because of the lack of meetings I was permitted to go to.

A lot of people are scared to give you an honest answer because a lot of people don't believe that anonymous surveys are genuinely anonymous. People are scared that they're expendable and all of the offshore hiring solidifies that feeling.

Pros

A huge pro is the culture

Advice to Management

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Pros

The dress code is very lax. You can be artistic and weird and it's welcomed, which is awesome.

Advice to Management

Don't change a thing.