Dive Brief:

• Ever since it deployed a controversial "flat" organizational structure called Holacracy, Zappos has had much-reported turnover issues, having lost 18% of its workforce in the ensuing months.
• The article points to primary factor in the talent loss: Zappos should have asked its workforce whether or not it actually wanted to move to such a disruptive philosophy, rather then just tell them it's going to happen and it's good for them.
• It's not about forcing "enormous changes" on people, especially smart ones. It's about collaborating with them and figuring out how they think and feel, rather than telling them to confront and enjoy the new outcomes.

Dive Insight

Forbes notes that one stated driver within Zappos decision ostensibly was to give its workers more "lattitude" within the workplace. But, the article says, launching such a controversial organizational strategy without further consultation flies directly in the face of actually giving its people latitude – something that should have been obvious to Zappos’ leadership.

While the mistake of forcing disruptive change has happened before in the business world, it can be reversed – perhaps something to consider before even more Zappos workers run for the exits.