“Hire only the best, take the time to select only those who are better than you at something important, and don’t let managers make personnel decisions about the composition of their teams.”
4 Work effectively with “two tails”
It is not enough to know who your worst and best employees are. You need to work with them effectively. What often happens? You are dissatisfied with the work of someone, but for some reason you do not tell him this openly. And he does not suspect that he is doing something wrong.
What do they do at Google? Firstly, each employee has goals and key results, upon reaching which their rating will be determined. The achievement table is public, so everyone can see where they are and how they work.
The goals are set boldly, the results are recorded in digital equivalent. This helps to make objective decisions about promotions, and eliminates possible bias on a personal level. Numbers do not lie, unlike emotions.
The ranking includes a significant share of average performers, as well as “two tails” – those who are ahead and those who are lagging behind.
“Justice is where the pay is equal to the contribution.”
Those who lag behind are talked to, and attempts are made to redirect them to other departments, where they can perhaps realize their strengths. If a decision is made to singapore telegram data part with a person, they are helped to find a new position.
Those who are ahead, also called “stars”. These are the people on whom the company rests. Their loss is unforgivably expensive. They need to be motivated and, as Laszlo writes, when assessing their material reward, ask yourself the question – “How many average people would I give for one such employee?” Five? Pay the “star” five times more. Ten – then 10 times more. They are worth it.
5 Give people freedom and show trust
Every Friday, Google hosts an open meeting called “Thank God It’s Friday” with Larry Page and Sergey Brin. There, anyone can ask the weirdest questions. The meeting crawler data is broadcast to all offices.
Google encourages the generation of new ideas. Moreover, the company allocates funds and a team to create mini-startups within the company – that’s why Google has so many services and products. As Laszlo writes, not all ideas bear fruit, some fail – but even failures at Google are perceived as successes in many other companies 🙂 Therefore, having suffered a failure, “Googlers” draw conclusions about the reasons for the failure, accept the challenge and move on to success.
The key principles are openness and trust. By default, the company relies on people being good by nature and gives them a system in which they can bring out their best qualities.
“Give people more trust, freedom and authority than you are comfortable with. Aren’t you nervous? Then you haven’t given them enough.”
Instead of a conclusion. It’s been a long time since I top 5 most effective ways to increase website traffic enjoyed business literature so much. It’s been a long time since I read page after page in one go, not just figuring out how to implement all this at our place, but barely holding back from jumping off the couch and running to work to implement cool ideas. I definitely recommend the book “Work Rules” to anyone who wants to create an outstanding company with amazing people.