{"id":1202,"date":"2009-03-24T00:00:00","date_gmt":"2009-03-23T23:00:00","guid":{"rendered":"https:\/\/wwwneu.strehle.de\/tim\/weblog\/archives\/2009\/03\/24\/1140\/"},"modified":"2009-03-24T00:00:00","modified_gmt":"2009-03-23T23:00:00","slug":"1140","status":"publish","type":"post","link":"https:\/\/www.strehle.de\/tim\/weblog\/archives\/2009\/03\/24\/1140\/","title":{"rendered":"Why Zappos Pays New Employees to Quit&#8211;And You Should Too"},"content":{"rendered":"<p>Bill Taylor \u2013 <a href=\"http:\/\/blogs.harvardbusiness.org\/taylor\/2008\/05\/why_zappos_pays_new_employees.html\">Why Zappos Pays New Employees to Quit&#8211;And You Should Too<\/a>:<\/p>\n<p>&#8222;The fast-growing company, which works hard to recruit people to join, says to its newest employees: &#8222;If you quit today, we will pay you for the amount of time you&#8217;ve worked, plus we will offer you a $1,000 bonus.&#8220; Zappos actually bribes its new employees to quit!<\/p>\n<p>Why? Because if you&#8217;re willing to take the company up on The Offer, you obviously don&#8217;t have the sense of commitment they are looking for. It&#8217;s hard to describe the level of energy in the Zappos culture&#8211;which means, by definition, it&#8217;s not for everybody. Zappos wants to learn if there&#8217;s a bad fit between what makes the organization tick and what makes individual employees tick&#8211;and it&#8217;s willing to pay to learn sooner rather than later.&#8220;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Bill Taylor \u2013 Why Zappos Pays New Employees to Quit&#8211;And You Should Too: &#8222;The fast-growing company, which works hard to recruit people to join, says to its newest employees: &#8222;If you quit today, we will pay you for the amount of time you&#8217;ve worked, plus we will offer you a $1,000 bonus.&#8220; Zappos actually bribes [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"footnotes":"","_share_on_mastodon":"0"},"categories":[1],"tags":[],"class_list":["post-1202","post","type-post","status-publish","format-standard","hentry","category-weblog"],"share_on_mastodon":{"url":"","error":""},"_links":{"self":[{"href":"https:\/\/www.strehle.de\/tim\/wp-json\/wp\/v2\/posts\/1202","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.strehle.de\/tim\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.strehle.de\/tim\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.strehle.de\/tim\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.strehle.de\/tim\/wp-json\/wp\/v2\/comments?post=1202"}],"version-history":[{"count":0,"href":"https:\/\/www.strehle.de\/tim\/wp-json\/wp\/v2\/posts\/1202\/revisions"}],"wp:attachment":[{"href":"https:\/\/www.strehle.de\/tim\/wp-json\/wp\/v2\/media?parent=1202"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.strehle.de\/tim\/wp-json\/wp\/v2\/categories?post=1202"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.strehle.de\/tim\/wp-json\/wp\/v2\/tags?post=1202"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}