Join Blinkist to get the key ideas from
Get the key ideas from
Get the key ideas from

Delivering Happiness

A Path to Profits, Passion, and Purpose

By Tony Hsieh
  • Read in 12 minutes
  • Audio & text available
  • Contains 7 key ideas
Upgrade to Premium Read or listen now
Delivering Happiness: A Path to Profits, Passion, and Purpose by Tony Hsieh

The central theme of the book is the business of literally delivering happiness while living a life of passion and purpose. Delivering Happiness (2013) tells the story of Tony Hsieh and his company Zappos, demonstrating how thinking long-term and following your passions can not only lead to profits but also a happy life for your employees, your customers, and yourself. The book describes an alternative approach to corporate culture that focuses on the simple concept of making people around you happy, and by doing so increasing your own happiness.

Key idea 1 of 7

Take things slow. Growing fast can be counterproductive if the wrong people are hired.

Rapid growth for your company can be exciting, gaining investment dollars and hiring new employees every week. But beware of hypergrowth and take it as a warning sign. Growing too quickly and hiring the wrong people can diminish your company’s culture.

No matter how many positions you think have to be filled, always take the time to carefully consider each new hire. You have to ensure every person on your team shares your vision and wants to be a part of the company culture you’ve created.

Conversely, making quick hires can be seriously damaging to company culture if they are out solely for personal gain and career advancement. Make these hiring mistakes, and you are bound to wake up one morning realizing that you no longer enjoy your workplace and the people in it.

This is exactly what happened to Tony Hsieh and his first company, LinkExchange, when they began growing so quickly that he realized he didn’t even recognize the people in his own office. Caught up in the rush and excitement of the company’s success, the company culture suffered, because the new hires weren’t passionate about LinkExchange’s mission. They were just looking to make a lot of money and retire.

In the end, Tony learned the valuable lesson that it’s best to grow a company slowly to carefully monitor the hiring process and ensure that everyone on board is contributing to the culture you wish to create. Short-term sacrifices to protect company culture and stick to core values are a long-term benefit.

Upgrade to continue Read or listen now

Key ideas in this title

Upgrade to continue Read or listen now
Created with Sketch.