In 2010 when Hsieh wrote his book Delivering Happiness, I thought it was a revelation. Hsieh wrote about delivering happ

When Hsieh sold his company to Amazon, he had an agreement with Jeff Bezos that the one thing Amazon couldn’t do was touch their cultural standards. What he had created worked. Keeping it as-is would ensure continued success and revenue. Bezos concurred and let Hsieh run his company just as he had for years.

A 2008 article from the Harvard Business Review talks about an odd, but effective way Hsieh hired people. Firstly, Zappos has a world-class hiring and onboarding program. Employees are enthusiastic and helpful to new hires. They really spend time getting to know teammates. Once fully immersed in the culture, new employees get what is called “The Offer”. It goes a little like this:

Startups are odd beasts and there is no perfect formula. Of course, value creation is very important. We also love billion-dollar markets and low saturation. Dozens of things can make or break a startup.

For employees, you’ll see that in the culture book there are countless zany company events where people were living the core values. I imagine these events are the highlight of an employee’s month. Lots of laughs, food, and camaraderie. The fun does not stop there though.

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42 pm on a Tuesday. I am sitting in a Los Angeles subway station, which exists. I missed the train and the next is in 20 minutes, and I walk to a zig-zag shaped bench that was designed to be artistically interesting, but is mostly just a terrible bench. I sit down in a zig and open a book on my iPad.

He even had his own pet project to revive old town Las Vegas. This took up a lot of his time and money. However, Hsieh was proud of his city and wanted to help bring back even the most neglected parts of it.

Most people I know have never heard of these books. However, the students and clients that worked with me knew these books well. It was mandatory that we covered their brilliance. They are the perfect example of what creates a good company culture. I believe they’ll be an enduring legacy for Tony Hsieh.

To choose to live in a city is, at the end of the day, to choose human nature over Mother Nature. It’s to choose to live in connection with other people, accepting in equal measure all the risks this brings as well as the rewards. It’s the choice to be part of the collective. It’s impossible to say right now where the city, not to mention the country, will be in a year, let alone five years. The budget shortfall is real. With garbage collection down, the only residents who can be guaranteed a joyful life in New York are seemingly the rats. There is a notable edge to life here. I walked up Eighth Avenue in Manhattan the other night after 10 p.m., and while it did not feel dangerous, it felt electric in ways I have not experienced the city in a long time. Where that energy will go is not yet clear. What is clear, however, is that those who have chosen to stay, and choose to come, are choosing life. The life of a Great American City.

Zappos is known for its legendary customer service and overall user experience. They get there through teamwork, which every one of these core values exemplifies. “The Offer” seems extreme, but I always thought it was an innovative HR solution to find the right people. So did Amazon. They use this same technique with their hires.

To choose to live in a city is, at the end of the day, to choose human nature over Mother Nature. It’s to choose to live in connection with other people, accepting in equal measure all the risks this brings as well as the rewards. It’s the choice to be part of the collective. It’s impossible to say right now where the city, not to mention the country, will be in a year, let alone five years. The budget shortfall is real. With garbage collection down, the only residents who can be guaranteed a joyful life in New York are seemingly the rats. There is a notable edge to life here. I walked up Eighth Avenue in Manhattan the other night after 10 p.m., and while it did not feel dangerous, it felt electric in ways I have not experienced the city in a long time. Where that energy will go is not yet clear. What is clear, however, is that those who have chosen to stay, and choose to come, are choosing life. The life of a Great American City.

But it’s a good test. Knowing the costs of training new employees and how much loyalty matters to Zappos, this is a bargain. They get to cut their losses and find the right people for the company.

You see, if you took the bonus (yes, it’s an actual cash offer that has since doubled), you would have told the company something very important. It’s that you lack some of the company’s core values, which is a lose-lose situation.

Employees got to work with several philanthropies in the community that they cared about. Though community work is standard in many big companies, Hsieh was doing it long before this trend and it wasn’t for the optics. Looking at some of the pictures and comments around these events, you just can’t fake that kind of gratitude and happiness.

For customers, they get the red carpet at Zappos. And when they’re done with their visit, they are encouraged to leave their name tag with Lucille. She’s a giant ball of stickers that weighs over 100 pounds! That’s #3: Fun and weird.

The best answer for this was answered by Tony Hsieh: You create an engaging culture for loyal people to thrive. When most of your employees are happy, your customers are happy. When everyone’s happy, you can scale.