No ZEST for work?

Not totally engaged with your work? No worries. At Smartsalary we’ll pay you to leave voluntarily! Check out the memo we recently distributed to staff:

Does your job give you ZEST?

SmartGroup believes in inspiring ZEST in our staff. Think 4 simple words:





But why is ZEST important? Isn’t in enough to come to work, do your job and go home?


But a happy workplace also equals productivity, motivation and innovation.

That’s why we want our employees to come to work every day with Zeal and Engagement, and leave work feeling a sense of Satisfaction with their work, and Trust in us.

So if you don’t think your job is giving you ZEST, we’re offering you $500 to leave – no questions asked.

This offer is available to anyone who has just completed three months with us. You’ll have a fortnight after the three month mark to decide whether we’re the right fit for you.

If we’re not – no hard feelings! Please enjoy $500 on us in return for giving it a fair go.

We got the idea from Zappos, an online retailer purchased a few years ago by Amazon for nearly $900m. They are an innovative company, well known for their exceptional service. In fact, we featured them on a previous blog post!

Yes, performance management is as important as ever but sometimes staff who are performing well simply aren’t engaged. And yes, we are still growing very fast – averaging well over 20% growth over the past several years. And we are actively recruiting – we currently have almost 20 job vacancies.

Nevertheless, we are absolutely passionate about engaging staff. The philosophy is that we can’t possibly service our customers as best possible unless we have staff who have ZEST for their work.

So what do you think? Good initiative? We’re curious to see whether staff take it up and how this impacts on our overall engagement levels.

Leave a comment here.

2 Responses to “No ZEST for work?”

  1. 1 SJ August 22, 2012 at 2:55 pm

    I believe if you were serious about this you would extend this across the board to all employees as only offering it to those who have just completed their initial three month period makes this across to me as more of a attention seeking ‘shock’ tactic rather a genuine concern and want for enthusiastic staff. Of course, that would open the doors for abuse of the offer, but long term staff are just as likely to lose their “zest” as are your new starters.

    • 2 ceosmartsalary August 23, 2012 at 10:28 am

      You raise a great point – the initiative would surely be more effective if it applied to all staff. We too thought about this, but weren’t sure what dollar amount would be most effective and whether we should scale it up by tenure or salary level. We tend to employ projects and initiatives in an agile way – first test the easy bits, and take any learnings from them to deploy things that are a little less straight forward. Thanks for your comment – no doubt it’ll help to reinvigorate the debate within the company.

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Deven Billimoria
Chief Executive Officer

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