He shares their scientific methodologies to their internal studies and many of the great findings they uncovered. In Laszlo Bock's recent NY Times best-selling book, "Work Rules: Insights from Inside Google," he reveals many of the secrets to Google's success with their people, culture, and managers. Luckily, once Google proved to themselves empirically that managers mattered, they focused on what makes a great manager, and how to measure that so it can be improved across the company on an ongoing basis. This led to the famous experiment and research, codenamed Project Oxygen, which proved that, yes, managers are important and necessary. They have an entire team devoted to these kinds of questions called, People Analytics. Their scale combined with their engineering-driven culture has led to rigorous, research-grade study of Google management. Google has studied management in ways no company has before. The Questions that Ensure the Effectiveness of Google Management There has to be a better way, right? A way to catch these problems before they cause permanent, and costly, damage. And by then, you probably will have to consider firing the manager who now has a stained reputation. By the time that happens, you've lost hundreds of thousands of dollars (or more) in lost productivity and re-hiring costs. And they have a habit of leaving in waves. Unfortunately, much of that can end up being too little, too late.Įmployees leave managers not companies. If you're like most companies, you do the occasional 360 feedback, watch team retention numbers, and hope for the best. How do you measure your managers? How do you know they're doing a good job?
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