Good morning, LinkedIn connections😊 | Sonu Goswami
Good morning, LinkedIn connections😊 As we all know, Google's unparalleled success hinges on its ability to cultivate exceptional talent and foster high-performing teams. But have you ever wondered how Google attracts and keeps top talent? How does it manage its workforce and foster innovation? These questions form the crux of Google's unique approach to talent acquisition, management, and learning, explored in detail in the book "Work Rules" 📙by Laszlo Bock. A former executive at GE and McKinsey, Bock served as Google's Chief Talent Officer, renowned for his HR expertise. Under his leadership, he managed 2 million resumes annually and expanded Google's staff from 6,000 to nearly 50,000 across 70 offices globally. Q 1. So how does Google hire employees? A Super Selective Search ✅ Google only hires the best! They believe average employees can't become superstars. ✅ Finding top talent takes time and money. Google spends a lot on recruitment and interviews can take months. ✅ Google looks everywhere for talent, from employee referrals to fancy websites like LinkedIn. ✅ Managers aren't afraid to hire people who might be better than them. This ensures Google gets the best, even if it challenges the manager's position. (For example, the author convinced managers to give up sole hiring power.) To pick the best, Google uses special tests instead of relying on gut feeling during interviews. Q 2. and how does it effectively manage its workforce? Ownership and Initiative ✅ Flat Hierarchy and Open Communication: Google fosters a relaxed and equal work environment, removing status symbols and encouraging open communication with anyone, including executives. This breaks down barriers and empowers employees to feel like owners. ✅ Data-Driven Decision Making: Decisions aren't based on gut feeling or manager opinions, but on data and experimentation. This fosters trust and ensures choices are made objectively. ✅ Transparency and Fairness: Google shares data and the rationale behind decisions openly. This transparency builds trust and respect among employees. ✅ Employee Autonomy: Google empowers its workforce by giving them 20% of their time to pursue self-directed projects. This allows them to explore their interests and contribute fresh ideas, boosting creativity and ownership: Valued & empowered employees = engaged & productive teams. Q 3. But how does Google build a learning institution? Making it Effective ✅ Ditch Boring Training: Google ditches long, traditional training programs. They break down learning into bite-sized modules with immediate feedback, just like a marathon runner breaking the race into smaller segments. This keeps employees engaged and motivated. ✅ Learn from the Best: Google utilizes its top performers and even ex-employees as instructors. Who better to teach than those who excel in their field? This leverages practical knowledge and experience for better learning. ☑ Lesson: People over companies. Invest wisely. | 50 comments on LinkedIn
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Good morning, LinkedIn connections
As we all know, Google's unparalleled success hinges on its ability to cultivate exceptional talent and foster high-performing teams. But have you ever wondered how Google attracts and keeps top talent? How does it manage its workforce and foster innovation? These questions form the crux of Google's unique approach to talent acquisition, management, and learning, explored in detail in the book "Work Rules" 📙by Laszlo Bock. A former executive at GE and McKinsey, Bock served as Google's Chief Talent Officer, renowned for his HR expertise. Under his leadership, he managed 2 million resumes annually and expanded Google's staff from 6,000 to nearly 50,000 across 70 offices globally.
Q 1. So how does Google hire employees?
A Super Selective Search
✓ Google only hires the best! They believe average employees can't become superstars.
✓ Finding top talent takes time and money. Google spends a lot on recruitment and interviews can take months.
✓ Google looks everywhere for talent, from employee referrals to fancy websites like LinkedIn.
✓ Managers aren't afraid to hire people who might be better than them.
This ensures Google gets the best, even if it challenges the manager's position. (For example, the author convinced managers to give up sole hiring power.) To pick the best, Google uses special tests instead of relying on gut feeling during interviews.
Q 2. and how does it effectively manage its workforce?
Ownership and Initiative
✓ Flat Hierarchy and Open Communication: Google fosters a relaxed and equal work environment, removing status symbols and encouraging open communication with anyone, including executives. This breaks down barriers and empowers employees to feel like owners.
✓ Data-Driven Decision Making: Decisions aren't based on gut feeling or manager opinions, but on data and experimentation. This fosters trust and ensures choices are made objectively.
✓ Transparency and Fairness: Google shares data and the rationale behind decisions openly. This transparency builds trust and respect among employees.
✓ Employee Autonomy: Google empowers its workforce by giving them 20% of their time to pursue self-directed projects.
This allows them to explore their interests and contribute fresh ideas, boosting creativity and ownership: Valued & empowered employees = engaged & productive teams.
Q 3. But how does Google build a learning institution?
Making it Effective
✓ Ditch Boring Training: Google ditches long, traditional training programs. They break down learning into bite-sized modules with immediate feedback, just like a marathon runner breaking the race into smaller segments. This keeps employees engaged and motivated.
✓ Learn from the Best: Google utilizes its top performers and even ex-employees as instructors. Who better to teach than those who excel in their field? This leverages practical knowledge and experience for better learning.
☑ Lesson: People over companies. Invest wisely.
