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Businesses often forget about the culture, and ultimately, they suffer for it because you can't deliver good service from unhappy employees.
Tony Hsieh
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Tony Hsieh
Age: 46 †
Born: 1973
Born: December 12
Died: 2020
Died: November 27
Businessperson
Computer Scientist
Entrepreneur
Internet Entrepreneur
Urbana
Illinois
Xie Jiahua
Tony Xie
Suffering
Businesses
Forget
Employee
Culture
Ultimately
Often
Customers
Inspirational
Unhappy
Good
Suffer
Retail
Service
Employees
Focus
Deliver
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Business is all about learning to balance the short-term, medium-term and long-term and I think it's when things are going well it covers up a lot of mistakes and bad decisions because you're growing so quickly.
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The brand is just a lagging indicator of a company's culture.
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The ultimate definition of success is: you could lose everything that you have and truly be okay with it. Your happiness isn't based on external factors.
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Every employee can affect your company's brand, not just the front-line employees that are paid to talk to your customers.
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Happiness is really just about four things: perceived control, perceived progress, connectedness (number and depth of your relationships), and vision/meaning (being part of something bigger than yourself).
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To never forget that the most important thing in life is the quality of life we lead.
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Launching a business is kind of like a motorboat: You can go very quickly and turn fast.
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You've gotta love the game. To become really good, you need to live it and sleep it.
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Inspire other communities and cities to reinvent themselves.
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Success is getting to a point where you'd be truly OK with losing everything you have and starting over.
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Zappos is a customer service company that just happens to sell shoes.
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We decided that if we get the culture right, most of the stuff, like building a brand around delivering the very best customer service, will just take care of itself.
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To WOW, you must differentiate yourself, which means do something a little unconventional and innovative. You must do something that’s above and beyond what’s expected. And whatever you do must have an emotional impact on the receiver.
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Just figure out what your personal values are then just make those the corporate values.
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I think the most important thing is just if you hire people whose personal values match the corporate core values - and not just the stated ones.
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I believe that there's something interesting about anyone and everyone - you just have to figure out what that something is.
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If someone is self-aware, then they can always continue to grow. If they're not self-aware, I think it's harder for them to evolve or adapt beyond who they already are.
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I view my role more as trying to set up an environment where the personalities, creativity and individuality of all the different employees come out and can shine.
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Have fun. The game is a lot more enjoyable when you're trying to do more than just make money.
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