Google is one of the largest technology corporations in the world. Google’s success comes from constant innovation and excellent management. Let’s find out how they have applied effective employee management strategies in the following article.
1. Freedom to give ideas
At Google’s headquarters, leaders always create conditions for employees to share, exchange, and meet through Google Café. The leadership thinks this will make employees more comfortable, and generate more ideas.
In addition, Google also allows employees to send emails to the management board to discuss problems, or they also hold a weekly meeting called TGIF (Thank God It’s Friday)) every Friday to discuss with other employees about problems that have been going on for the week. At the same time, they also encourage employees to voice their own opinions on other notable issues.
Before an event, Google always allows employees to ask questions through Moderator, and individuals can vote to choose the most interesting question. So when the event took place, its content was contributed and built by everyone.
In addition, Google uses a policy called “20%”, which means that they allow employees to spend 1/5 of their time working on projects that they find interesting. The result of this 20% tactic is Moderator, or Gmail, Google Earth, etc. This is the key to successful product and service development, because everyone wants to do it and is willing to work hard for what they love.
For managers, Google regularly interviews and based on this information to evaluate their management capacity. The most skilled managers are selected to pass on the experience to the “bad” managers. Manager evaluation results by employees show that 75% have improved after intensive training courses.
Thus, we can see that Google has the right management strategy when it comes to being employee-centered, and makes employees more confident at work.
3. Employee’s company
Google has succeeded in having a unique corporate culture such as “referring” to employees with dozens of outstanding issues. And they launched a campaign to find internal volunteers to join a separate team to solve the above problems. This is an excellent tactic because Google shows employees that their work matters and they are the ones who built this business by participating in the assessment and offering the right solutions to improve the problem.
4. Approaching and handling the company’s problems
The key to Google’s success is focusing on the problem, not the person causing the problem. They explain as follows:
- Every employee wants good results: because they know blaming employees can’t improve outcomes. Instead, the manager will issue a reminder to the entire team and focus on their problem. Google managers have understood that their employees are also human with complicated emotions, so instead of scolding, encourage them to help employees get better.
- Gathering the public’s opinion: When connecting people to the problem of a particular department, some employees who are not in that department can also give valuable ideas and suggestions, helping to find solutions quickly.
- People do well at what they like: Google chooses to make the problems of each department public because it wants to open the door for interested individuals to try it out. When these employees come together, the results are always better.
- Let every employee know the specific direction of the company.
5. 8 principles when operating
Google has applied the management method “8 Habits of Effective Managers”. Here are those habits:
- Become a talented “captain”: skillfully balance positive and negative elements in comments. Organize meetings, present solutions according to each employee’s strengths
- Delegating rights to groups instead of individual management
- Reward employee’s success
- Clear goal orientation
- Become a friendly boss
- Develop career paths for employees
- Have a clear strategic vision for the working team
- Constantly improving technology skills