“It’s not every day that you wake up and look forward to going to work. I couldn’t always say that about past jobs, but it’s something I can definitely say about working at Zappos. The people, the energy, and the culture at Zappos all make work not even feel like work. Time has flown by since I joined the company, and I’ve loved every minute of it”
I read this comment from a Zappos employee, and I must admit their expression and descriptions of their workplace were very, very inspirational ad very refreshing. But this got me thinking
What makes some companies great? What’s that magic formula these companies used to get their employees excited about their work?
Most firms attract and retain the best talent available, and in many instances, the turnover rate in many of these companies are close to zero. All of the great companies have similar traits, and their most significant strength is their culture and their ability to empower their team; their ability to develop, maintain, and retain their unique culture over the life of the company. It’s so refreshing to listen and read about leaders who are committed to making their workplace the best and the icing on the cake; increased profit as a result of a great culture. If you are a skeptic, do your research.
But, what is truly amazing, money is not the prime motivator for many of these employees. They are not obsessed with only generating profit, a lot of these employees love the family-like spirit in their organization, and a shared purpose that keeps them inspired and motivated to perform at their best.
Why all organizations cannot have an organizational culture that gets you excited about your job, we spend so much of our time at our place of work; it should be a natural extension of our home, and I believe in all my heart that every organization should be a great place to work.
All of these companies, SAP, Salesforce, Google, Netflix, Squaremouth, and many, many more all have a deep-seated awareness of their values and implement strategies to generate a high level of employee engagement. This emotional commitment means engaged employees actually care about their work and their company. They don’t work just for a paycheck, or just for the next promotion, but work to help the organization achieve its purpose.
When employees care—when they are engaged—they use discretionary effort. This means the engaged computer programmer works overtime when needed, without being asked. This means the engaged retail clerk picks up the trash on the store floor, without being asked. This means the TSA agent will pull a suspicious bag to be searched, even if it’s the last bag on their shift. When you treat your people with respect and dignity, recruit your employee’s base on your organizational culture, commit to the organizational values, have open communication on all fronts of your company, create a culture of trust.
When you create that kind of environment, you have created something so special, only a few companies have mastered. When you create that kind of environment, you will witness significant growth in your, and as a direct consequence, you will contribute significantly towards making this planet a better place for everyone.
About Gifford Thomas
I am the founder of Leadership First and the author of The Inspirational Leader, Inspire Your Team To Believe In The Impossible. At Leadership First, we are committed to publishing the very best inspirational leadership quotes and articles to inspire our 125,000+ community of leaders to believe in the impossible, while creating an environment free from toxic, fearful and intimidating leadership. We believe everyone can and should enjoy their work, but it must start with the leadership leading by example. Follow our community of leaders HERE, and let's change the leadership status quo to help inspire and motivate our leaders to make a difference and create an organization their people will love.
You can download a copy of my book The Inspirational Leader and Inspire Your Team To Believe In The Impossible by clicking on the word inspirational below: