ZAPPI

Zappi is a tech business that uses its consumer insights platform to accelerate brand growth. The company has been shortlisted for Workstyle Employer of the Year for its people-first approach to work and for the autonomy it gives the team to fit their work around their lives. 

By designing work around individuals rather than expecting people to fit rigid structures, Zappi empowers its teams to choose how, when, and where they work best. This is role modelled at the most senior levels in the business - working remotely, prioritising family and mental health, and working to deliver fantastic outputs in their own way. This trust-based culture not only supports wellbeing and balance but also drives stronger collaboration, innovation, and results.

Examples of how this works in practice for Zappi include all individuals having Workstyle Documents and every team having their own Team Charter. These define how employees work best individually, and together, and include components such as communication norms, collaboration rhythms, and preferred working hours. A product squad might agree when meetings are useful versus when to protect focus time, or how quickly to respond to messages. These charters help teams work intentionally and respect each other’s different workstyles and needs.

Zappi also uses ‘Request for Comment Documents’. These ‘RFCs’ - as they call them - let anyone share a proposal, idea, or plan for feedback, asynchronously and openly. Colleagues across time zones and teams can review, comment, and improve these ideas in their own time. This approach gives people space to think deeply, broadens participation, and helps Zappi to make better, more informed decisions without relying on everyone being in the same room or meeting.

Personalisation is the default at Zappi. Most employees simply adjust their schedules around what life requires, from school runs and appointments to caring responsibilities. For example some engineers prefer to work later in the evening when they’re most focused. They also close over the Christmas period to give everyone time to rest, with the option for people to take that break at a different time if it suits them better, or if they don't celebrate Christmas.

Overall, Zappi focusses on outcomes, not hours worked. The organisation measures progress by impact, not by the hours people are working. They have mandatory team and department Objectives & Key Results centred around the outcomes that matter most, like improving customer satisfaction or improving useability, rather than tracking individual hours or having individual targets. Managers focus on clarity of goals and shared accountability, trusting people to plan their work in the way that helps them perform at their best.

The organisation continually listens, adapts, and experiments to evolve its approach, showing how embracing workstyle principles can boost inclusion and performance. Its commitment to putting workstyle into action makes Zappi a standout example of what modern, forward-thinking employment for the digital age can look like.