Creating a customer obsessive culture

I read a post from Harvard Business recently that was so head spinning I have to share. I have subscribed to the HBR Ideacasts (easy to add to your iPod via iTunes) for a while and listen to them on my commute to work. They are both insightful and quick and easy to understand. I have access to their published components through work and the electronic lead ins provide a great way to focus on the stuff that actually matters.

An example of that is a post titled Why Zappos Pays New Employees to Quit - And You Should To. The idea of giving people a $1000 bonus to quit sounds absolutely insane when you first look at the surface of it. Especially when you consider the high cost of talent acquisition, nut then when you think a little deeper it starts to make sense.

The people who would take such a bonus and leave are people who are asking themselves the question of "what have I gotten myself into". They may be thinking, "this is all well and good but is this really for me?" In most situations when you start a new job you are so focused on pleasing everyone you hardly stop to think if the fit you thought was there really is. As an employer you are also focused on trying to make sure someone fits and gets all the opportunity to succeed they may need. The perception of someone leaving is so very negative that no one wants it.

By taking this approach Zappos short circuits all of those negative items. It becomes not just ok, but encouraged to consider your fit. It becomes not anathema but perfectly acceptable to call it quits when there is not a fit.

It may not be something that every company goes out and does right away (or potentially even should ever do) but I certainly applaud the Zappos team for thinking differently and realizing how to get to their real goal of excellent customer service with fanatical employees.

Brilliant.