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1-Page Summary of The Culture Engine

Overview

Organizational culture has become a big topic in recent years. People have different opinions about what it means and how to achieve it. Some organizations, like Zappos, are known for having great company culture. Amazon bought Zappos because they wanted that organization’s culture. As you’ll see here, there is research that shows the importance of organizational culture: Great company cultures help companies last longer and be more successful; they make employees happier and customers more loyal; and they create an environment where people can be creative at work. So how do you get started on creating a great company culture? Read this article to find out!

In this presentation, you’ll learn how Zappos pays new employees to quit if they don’t like the job. You’ll also learn why it’s important for a company to have a mission statement and what that means. Finally, you’ll discover a five-step method for dealing with people who resist change in your organization.

Big Idea #1: Revolutionize your work culture with an organizational constitution.

Want to revolutionize your work culture and transform your business? Start by writing an organizational constitution – a formal document that sets out the core principles of your company or team. This will help you improve teamwork, collaboration, and productivity.

An organizational constitution lays out the rights of employees and standards that they must follow. It’s like a rule book, guiding you on how to act in certain situations. For example, if your company has a policy that says no one can be rude to another employee, then you would likely choose your words more carefully when arguing with someone at work. But an organizational constitution should also answer questions about what goals the organization is trying to meet and what standards it expects its employees to meet as well.

For example, when Tony Hsieh founded the online shoe store Zappos, he wanted to create a fun and familial culture. He defined ten values that would be followed by everyone in the organization.

Organizational constitutions are essential for businesses because they help to develop a good work culture. A company’s culture has a huge impact on its success, and Zappos is an excellent example of that. Zappos’ employees love their jobs so much that they’re full of enthusiasm, which they then pass on to their customers. The customers associate this enthusiasm with Zappos, which helps the business grow even more. Amazon was attracted by the great office culture at Zappos when it bought the company in 2009.

Zappos has a culture that is the result of its constitution, which makes everyone feel safe and respected. When employees are engaged in their work, they’re more productive. A 2013 Gallup study found that when workers are engaged with their job, there’s less turnover and better customer satisfaction.

Big Idea #2: Before looking at your organization, look at yourself.

When creating the rules for your organization, you should first establish what values will be held by all employees. Zappos’s culture is revolutionary because it also established a set of standards that everyone in the company must follow.

As a leader, you need to set an example for your team. The way you act will affect the culture of the company and its employees. Everything that leaders do affects their teams in one way or another.

How can you do that? Well, if your behavior doesn’t change when the culture does or if you contradict what the organization is supposed to be about, employees might think that you don’t truly care about changing it and that your shallow attempt at doing so has ended.