Directly helping my peers and associates. I love simplifying redundant and cumbersome process as much as possible. I love educating and developing leaders and associates.

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It was simple. There was no interview as I started as a warehouse worker. When I promoted there was a clear interview process that was easy (for me) to master called the STAR Method.

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Stay in a role longer than a year. Dedicate time to speak to your middle managers and Support Team Leaders. Speak publicly and frequently with your Labor Force. Align all levels of leadership with expectations and delegate large corporate driven projects among multiple teams.

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You are invited to drive programs/projects. You are expected to generate and drive solutions. Your input is more than output. You are contributing to the reinventing and rejuvenation of many processes in Amazon. You can truly try to create something within your department/building and see it grow.

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Variety and genuine desire to help each other. Most of the people in Amazon are incredibly warm and devoted people (MOST, not all). In the mid-level employee base you have highly driven and passionate people who will support and grow you if you put in genuine effort and care.

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Stop paying external hires so much more than your internal promos. You have associates that know the business and culture on a deep level that make 25% or more less than a new hire coming in with a degree for the same role. You are poisoning your most well-developed talent.

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