This ambitious goal was once set by the creators of Google, brick by brick building such a corporate culture, which for most people remains some kind of ideal and unattainable dream. But what if I tell you that this dream can be realized by you? In your company. And in today’s article I will tell you the secrets that I read in the book “Work Rules” by Laszlo Bock, the head of HR issues at Google.
The book is very frank, and the author openly shares his successful experience of implementing corporate programs aimed at motivating employees, differentiating them based on the results they achieve, as well as the principles of finding new “Googlers” (this is the official name of each member of the team, a huge team of tens of thousands of people around the world, Google).
So, how is it done – Google’s corporate culture? And what do you need to do today to at least get closer to something similar in your company?
I offer you 7 steps that are much simpler than they may seem at first glance. The main thing is to take and do.
1 Make every employee feel like a founder
Who can be more devoted to the company than its founder, right?
What do you need for this? To give people the freedom to saudi arabia telegram data express their thoughts, and to give them feedback – so that it doesn’t seem like you’re shouting into the void. This is an attitude that I call MINDFULNESS. And this is something that people value even more than material goods. Although I won’t lie, Google pays great employees great money, but more on that below.
The greatest founders empower those around them to become founders
Do you know what Google’s mission is? “To organize all the world’s information, making it accessible and usable on a universal scale.” Such a simple formulation allows it to be conveyed from the highest levels of management to the most ordinary employees. And the best thing is that it is both impossible and achievable at the same time. You must admit that “Googlers” have made our work with information so convenient that it seems there is nowhere else to go, but they regularly produce solution after solution, one more convenient than the other.
So, people see the results of their work, how they crawler datatransform the world and people’s thinking. But they always have an incentive to improve. “Googlers” always ask themselves – what can be improved? It’s as if you’ve already conquered Everest, but suddenly discovered a higher mountain, or even went to conquer other planets.
What is needed for this? To give meaning to the work of each employee. This can be done with a simple but impossible mission. It is important that people see how much their work means. For example, showing them the results they have achieved for the company – positive customer reviews, cases with numbers, or even open meetings with analysis of success.
Deep down in our souls, everyone strives to give meaning to their work.”
Google doesn’t work like that. They search for people use guest post to increase website traffic for a long time (and this is Despite the incredible demand. For work there), they carefully. Select those who are invited. For an interview, and they make. Hiring decisions collectively, not individually. This means that the candidate is interviewed not by. One or even two people, but by a team. In several stages. In addition to technical knowledge. A person must have “googlyness” (if you can say so) – they only hire those who match th.e psychological profile of the. Company, and also have professional qualities that are in some ways even better than. Those who interview and hire them. The best analyst, the best negotiator, the best consultant.