Paying your staff to quit

Jul 15 2008 by Print This Article

Some companies are just on the cutting edge of everything. One of those companies, routinely cited in articles and lists of best places to work, is shoe manufacturer Zappos.

The company, located in Henderson Nevada, has achieved tremendous success along with a reputation for treating their employees well. They also have a unique policy for new hires discussed in this article. They pay them to quit.

The things that have made Zappos such a success are blueprints for others in any retail business (although many seem to ignore them).

Zappos offer a huge selection of product (at last count 4 million pairs of shoes, plus handbags and other accessories). They offer free deliveries and free returns. If you don't like what you've bought, they will take it back from you. And they've also become renowned for their customer service, thanks in large part to the people who man their phones.

The secret to this is that the people manning those phones are very happy with their jobs. It is an intense job, with high standards, rigid review processes and high call volume. As such, the two weeks of training that each new hire goes through is intense. This is where the paying comes in.

Once the two weeks are over, the new hire is sat in an office and a manager makes them an offer. They offer to pay the potential new hire for all of the hours they have worked, plus a $1,000 bonus if they will get up and walk out of the building and quit right then and there.

Those who take the offer, are not Zappos material. Those who want to stick around, they determine, are.

This method ensures Zappos hires people who fit in perfectly to their corporate culture - which means a call center of generally happy, dedicated employees.

So, if you're looking for that right company atmosphere, you may need to avoid hiring anyone who comes in the door, but finding a way to find just the right people to fit in with your company.