Group 12

Manvendra Singh
Pooja
Sheersha KK
Shree Khandelwal
Sudhir Pawar
Zappos’ Culture and strategy
E-Commerce company
Deliver Wowing services to generate
customer loyalty
Adventurous, creative and open minded
Open and honest relationship with
customer
Treating vendors with respect
Word of mouth marketing strategy
Transparent and open to public, customers,
competitors and media
Employees and Recruitment
Philosophy of happy employees , happy
customers
Work life balance
Compulsory training as Call center repo
$3000 offer to leave the company
Succession planning: Large pipeline rather
than grooming just the top talent
Recruitment procedure
• Creative task
• Unorthodox questions
• Technical and cultural fit
• HR has final say
Holacracy
Flexible self governing Structure
Hierarchy of work rather than people
No fixed jobs but simple temporary
functional roles
Structure is based upon Project and Task
Empower everybody to be entrepreneurial
Three years timeline for transition
Broke down the division and embedded
into Business centric circles
Removal of all titles and people managers
2
 Zappos was forcefully implementing
Holacracy in the organization

14% of the employees leaving due the

Holacracy structure

PROBLEM 20% of the employees left from the technical

department

Risk of not completing the “Super cloud”

project on time

No salary structure : salary needs to be

decided based upon employee’s worth
3
 It should adopt a slow
The company should first
transition towards Holacracy
focus on the completion of
as culture cant be changed
“Supercloud” project
at such a high pace

Company should invest

more on training and
Adopt measures to track cost
resources for people to
adapt

4
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