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.
