[Global Vision]第一售鞋网站Zappos如何构建员工敬业文化
2014/4/2 环球人力资源智库

     [Global Vision]老外HR是如何思考的

     栏目主编：Emma Lu

     栏目简介：为开阔国内HR的视角，我们新开了[GlobalVision]专栏。旨在通过GHR团队的翻译，分享国外HR主题的优秀作品，未经GHR授权，请勿转载。选材上，我们倾向于那些跳出常规、引人深思的观点；翻译上，尽可能保证内容的原汁原味，因非专业翻译如有偏差还请见谅。查看专栏全部内容请到官网或者微信自定义菜单处点击“环球视点”。也欢迎推荐好的国外作品或加入GHR翻译团队。感谢上海江三角(苏州)律师事务所毕振洲律师为本栏目提供法律支持。

    

     导读：

     平庸的雇主都是相似的，非凡的雇主各有各的高招。在一片红海的B2C网站竞争中，美国的售鞋网站Zappos于1999年开站，如今已经成长为最大的售鞋网站，以超过10亿美元的价格被Amazon收购。它是如何做到的?缘何Zappos的员工总是充满了激情和快乐？魔镜魔镜告诉我，Zappos如何赢得员工？且看本期Global Vision来为你揭晓。

     HowZappos WOWs Its Employees

     Zappos如何赢得员工喝彩

     by Andreas von der Heydt

     编辑&翻译：Gloria 修订：Shaun Emma

     I wrote about thekey elements of how to build A Culture Of Employee Engagement. I argued that any organization can raise the bar on team and employee engagement to achieve significantly better business results by applying the following straight-forward, yet very powerful principles:

     我曾阐述过构建员工敬业文化的关键要素。我认为，通过运用如下这些简洁有效的原则，任何组织都能够提高团队和员工的敬业度，从而使得公司业绩蒸蒸日上：

     Understand What Your Employees Think And Want

     Build A Trust Culture

     Practice Open Communication

     Provide Clear Career Paths

     Demonstrate Appreciation For Contributions

     Inspire Employees Beyond Turnover

     Communicate Your Employee Focus

     明白员工的“所想”和“所求”

     建立信任文化

     实践坦诚沟通

     提供更清晰的职业发展路径

     对员工的贡献表达欣赏和感激

     鼓励员工不只关注营业额

     与员工交流其所关心的焦点话题

     There are various top companies which successfully follow these principles. One of them being online retailer Zappos.I′d like to present you today the Zappos employee engagement approach by sharing its 6 ways of how to build relationships and engage employees.

     有很多顶级公司成功地实践了这些原则。其中之一就是在线零售商Zappos。我今天想和大家分享一下Zappos用以建立员工关系、提高敬业度的6个方法。

     Coworker Bonus Program

     At Zappos they offer a coworker bonus program that allows employees toaward an extra $50 to a coworker each month for really WOWing their socks off(e.g. if one coworker helped another one getting her work done, etc.).

     同事奖金计划

     Zappos提供“同事奖金计划”。这个计划授予每个员工每月50美元的奖金额度,他们可以把这笔奖金发给那些令自己刮目相看的同事(比如，如果一个同事帮助另一同事完成了工作，等等)。

     Grant-a-Wish Program

     Zappos Grant-a-Wish program allows its employees to submit and grant wishes and is a great way to build a team and family spirit in the company (e.g. learning how to play guitar, ride a motorcycle, etc.). In addition to employees granting wishes, Zappos as a company grants wishes. One of the most inspiring wishes granted was for an employee who wanted to become an American citizen, but was unable to afford the citizenship program. Zappos granted his wish and he went on to become a US citizen.

     “愿望助力”计划

     Zappos 的“愿望助力”计划允许员工提交并帮助他人实现愿望(如学习弹吉他，骑摩托车，等等)。这是在公司中构建团队精神和家庭精神的一个妙招。除了员工会齐心协力相互帮助实现这些愿望，Zappos作为公司也会助力这些愿望的实现。其中一个最鼓舞人心的愿望，是一名员工想成为美国公民，但其无法负担公民计划中昂贵的费用。在该计划的帮助下，这名员工得以如愿以偿。

     Zappos$$$

     The currency of Zappos employees is called ?Zollars”. You have to earn your Zollars and they are used as a way to recognize employees for times when aco-worker or manager feels they’ve gone above and beyond. Employees can spend their Zollars on Zappos branded swag such as sweat shirts, glasses, and sunshades or they can buy movie tickets, donate them for a charitable donation, or enter them into a raffle for bigger prizes.

     Zappos币

     Zappos在员工内部流通的货币被称为“Z元”。你要挣到“Z元”，“Z元”被用来奖励那些被同事和经理认为努力进步和自我超越的员工。员工可以用“Z元”购买Zappos品牌的物品，比如运动衫，眼镜，太阳镜或电影票，也可以用于慈善捐款，或者参加抽奖活动，赢取更大的奖品。

     ShadowSessions

     As a great way to build relationships across the company Zappos allows employees to “shadow” an employee for a few hours to gain an understanding of what they do on a day-to-day basis. Not only does this allow employees to learn the ins and outs of the company, but it also builds working relationships with people in other departments.

     “影随”计划

     在Zappos最具有代表性的一个建立公司内部关系的方法就是允许员工“如影随形”某个员工几个小时，借以了解对方的日常工作。这不仅让员工更了解公司事务的来龙去脉，而且还能帮助他们建立与其他部门同事的工作关系。

     NewHire Scavenger Hunt

     All employees at Zappos are required to go through a month-long new hire training. At the end of the training they are assigned challenges to locate employees around the company. For example, find someone with a Zappos shirt on and find out how long they have been at the company, or find who schedules training classes and take a picture with them, and find the longest tenured employee in the finance department.

     新员工寻宝游戏

     在Zappos，所有员工都必须经过为期一个月的新员工培训。培训结束时，他们需要完成“寻找员工”的挑战。例如，找到某个穿着Zappos衬衫的人，然后了解他们在Zappos工作了多久，或者找到安排培训课程的人，并和他们合影，以及找到财务部任职时间最长的员工。

     Apprenticeships

     Zappos prides itself in promoting and hiring within the company. One way the company encourages growth and learning is through its apprenticeship program.Employees can apply to become a Z’apprentice even in an area where they may not have previous experience/skills. It allows the employee to check out a new career path and a hiring manager to see if the employee has the right potentialto fit the role and team. When a person is selected for a Z’apprenticeship,they have a 90-day tenure in the role. After the 90 days, a mutual decision is made regarding whether or not the person is right for the position. If they are, they become a full-time member of the team. If they are not the right fit for the position, they are able to return to their previous position and department.

     学徒制

     Zappos一直引以为豪的是它的内部晋升和内部招聘。公司鼓励成长和学习的方法之一，是其学徒计划。员工可以申请成为一个领域的“Z学徒”- 即使他们在这个领域没有什么经验/技能。它允许员工了解新的职业道路和接触招聘经理，以评估自己是否有潜力来适合该新职位和新团队。一旦被选拔成为“Z学徒”，有一个90天的任期。在90天之后，大家会共同决定关于该学徒是否适合该职位。如果答案是肯定的，学徒就会转成正式的团队成员。否则，他们可以回到以前的职位和部门。

    

    

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