Zscaler
Zscaler Leadership & Management
Frequently Asked Questions
Employees at Zscaler describe managers as invested in development, pointing to regular 1:1s, bi-annual structured feedback cycles, and recognition as ways managers help teams succeed. This approach helps employees feel valued and stay engaged. Zscaler reported that 85% of employees say their managers helped them understand how to deliver the most impact in their role while 90% said their manager supports a respectful team environment. Furthermore, Zscaler found that 78% of survey participants had the opportunity to discuss their career aspirations (e.g., future roles, long-term goals) with their manager in the last 12 months. The anecdotal insights below are from Zscaler’s 2025 employee sentiment survey showcasing how employees have been supported by their managers:
- "The main reason I choose to stay at Zscaler is the incredible support I receive from my manager... My manager fosters an environment of trust, collaboration, and learning, which motivates me to consistently do my best and strive for excellence."
- "The support team is incredibly collaborative, and I feel empowered by my leadership to take ownership of complex problems. It’s a great environment for both professional and personal growth."
- "Zscaler's forward-thinking leadership and clear company vision provide confidence in its future direction and stability."
- "My manager models both TOPIC and HUMAN everyday. They care about employees, our voices, and how we can work together to achieve business objectives and stretch ourselves professionally."
To ensure employees receive a consistent leadership experience, Zscaler actively invests in our managers at every stage of their journey through the following programs:
- HUMAN Leadership Principles: We anchor our management approach in clear behavioral expectations. These principles are introduced to every new people manager during live sessions in our Manager Onboarding program.
- Manager Foundations: Following onboarding, new managers join small, cross-functional cohorts for this extensive development program. It establishes clear role expectations by walking attendees through the complete employee lifecycle, allowing them to share ideas and build foundational skills together.
- Manager Forum: We drive ongoing development through quarterly skill-building workshops focused on Effective Communications, Coaching, Inclusive Leadership, and Supporting Employee Development. In FY25, 73% of our managers attended at least one of these sessions.
- Peer-to-Peer Connections: Facilitated by the Zscaler Talent Development Team, these regular coaching circles allow managers to strengthen their internal networks, practice leadership skills in safe environments, and workshop real challenges alongside their colleagues.
- Just-in-Time Learning: We prioritize learning in the flow of work. All people managers receive comprehensive support through a robust internal library of manager guides, micro-learning videos, and interactive frameworks, plus a LinkedIn Learning license with unlimited access to their robust content and courses.
Zscaler Employee Perspectives
How do your managers coach and support sales team members to reach their goals?
At Zscaler, our managers are truly instrumental in fostering a high-performing sales team, and their coaching and support mechanisms are deeply integrated into our enablement philosophy. It's a multi-faceted approach, underpinned by our “ONEteam” motto, ensuring everyone is working toward our common goal of providing our customers with the best product and support in the industry.
Our managers are not just supervisors; they are active coaches, mentors and strategists. They leverage the broad foundation provided by global enablement, apply sophisticated coaching methodologies from leadership enablement, and adapt strategies through regional activation, all while embodying the ONEteam motto. This integrated approach ensures every sales team member receives the precise support and guidance needed to excel, meet their goals, and contribute to Zscaler’s overarching mission of securing and enabling our customers.
Zscaler’s 3 Steps For Empowering Managers to Support Teams
- Global enablement: laying the foundation for collective success
- Leadership enablement: cultivating expert coaches
- Regional activation: addressing tailored needs and gaps
What practices or programs empower your salespeople to take ownership of their growth?
At Zscaler, we firmly believe that fostering a culture of continuous learning and development is key to both individual and collective success. We empower our salespeople to take proactive ownership of their growth through a variety of practices and dedicated programs, ensuring they have the tools and opportunities to thrive at every stage of their career journey.
Growth Opportunities for Zscaler Sales Team Members
- “Annual Tuition Reimbursement for Professional Growth: This isn’t just about formal education; it’s specifically designed to support professional growth and skills development.”
- “Paving the Path for Internal Advancement: Zscaler is deeply committed to internal career progression and mobility. Our next-role ready programs are specifically designed to ensure our salespeople develop the necessary skills to not only make an immediate impact, but also sustain long-term success in their future roles within Zscaler.”
- “Aspiring Leaders Program: We recognize the importance of cultivating future sales leadership, and this unique initiative provides a structured opportunity for high-potential individual contributors who are interested in a path to sales leadership.”
How do you balance accountability with autonomy across your sales organization?
At Zscaler, we’ve cultivated a sales environment that intentionally balances robust accountability with empowering autonomy, recognizing that both are crucial for our team’s success and for delivering unparalleled value to our customers. This equilibrium ensures we maintain high performance standards while fostering innovation and individual sales excellence. Zscaler achieves accountability through structure and guidance, specifically through: specific cadences with leadership; comprehensive business health dashboards; and defined sales process with success gates.
While these cadences, toolkits and “gates” within the sales process are in place to provide structure and drive accountability, we are equally committed to fostering an environment of autonomy. Zscaler’s approach ensures that our sales professionals have a clear framework for success and consistent support, while simultaneously being trusted and encouraged to apply their individual expertise, creativity and customer-centric passion to drive exceptional results.
