"Redefining the Company"-from the way Google operates
The way to succeed in the future is to gather a group of smart creative talents, create a suitable atmosphere, give full play to their creativity, quickly perceive customer needs, and happily create corresponding products and services. This means that the logic of the organization must change
Why do you need to read this book
When Jonathan and Eric first joined Google, they thought they knew how to operate the company successfully. But they soon discovered that their views on business management were grossly wrong . In the future, the responsibility of the organization is no longer to manage employees or even to motivate employees, but to empower employees. What does empowerment mean? It is to provide employees with more efficient and creative environment and tools! Employees can maximize their abilities on this platform, and empowerment is the real responsibility of the future organization.
If we compare traditional knowledge workers with engineers and other talents that Google has recruited for more than a decade, we will find that Google has a completely different group of employees. At Google, individuals and small teams can have a huge influence. They can sketch new ideas, trial and error, and sum up experience, so they can seize the opportunity in the global market.
Google will those who have the greatest influence called " creative elite " (Smart Creatives). These people are self-motivated and do not stick to specific tasks. They have the ability to be strategic and are not afraid of taking risks or chaos. Even if he fails in an adventure, he is good at facing adversity. If there are disagreements, they can speak with data, be good at analysis, and have an open mind and good communication. In traditional organizations, people often shirk each other in the face of chaos, which leads to a large number of conflicts, leading to inefficient organization. The true creative elite will spontaneously concentrate all their energy on how to better solve the problem. There is no "this is what you should do" or "this has nothing to do with me".
In fact, there are very few people who have these advantages at the same time, but all creative elites must have some basic characteristics: business acumen, professional knowledge, creativity and practical experience . For these people, their main driving force is the sense of accomplishment and social value that creation brings, and self-motivation is their characteristic. They don't need motivation but empowerment, which is to provide them with the environment and tools to create more efficiently! Google believes that employees should all become creative elites to enable this organization to have an enabling effect. In this book, the head of Google, Eric , shows how Google operates through six perspectives: culture, strategy, talent, decision-making, communication and innovation .
- Culture: Believe in your own slogan
- Strategy: Your plan is wrong
- Talent: Recruitment is your most important job
- Decision-making: the true meaning of consensus
- Communication: create an atmosphere that is good at communication and be the best router
- Innovation: creating the most primitive chaos
Which focuses on the talent part:
1. Increasing the "aperture"
The aperture of general recruitment supervisors is very small, and only those who already have a certain title and can do well at the moment are considered. However, increasing the aperture and looking for people with inexperience but potential (learning talents) can usually bring unexpected innovations to the enterprise. Google once had a particularly painful experience-a marketing specialist named Kevin wanted to be transferred to an assistant product manager project. But Google did not enlarge his aperture and rejected the transfer request, so he chose to leave Google and founded a company called Instagram, which was acquired by Facebook for a billion dollars in less than a year!
2. Spending time on recruitment will never waste
Jonathan was recommended when he came to Google for an interview, because he had already achieved fame before that. After some greetings, Sergey asked Jonathan his favorite question in interviews: "Can you explain a complicated question that I don't understand?" You really want to accept the interview? This surprised Jonathan. After calming down, he began to explain a law of economics, and after a while, Sergey was already looking out the window. So Jonathan hurriedly adjusted and explained another topic. Sergey gradually became interested and finally hired him. Even such a high-level person still has to go through strict interviews to enter Google, so recruiting is the most important thing for company managers.
3. The advantages of oral communication compared with traditional advertising communication.
To continue to hire top talents, it is necessary to abandon the hierarchical system , and should be determined through the evaluation of colleagues and the recruitment committee. In traditional companies, the decision-making power is in the hands of the manager of the hiring department. If the manager of the department leaves, then the member recruited by the manager may not be able to cooperate well with other members. If the recruitment committee model is adopted, each member selects new partners by scoring, and decides whether the next round of interviews is required based on the scores, this person is more likely to be close to the requirements of the entire team. At the same time, when members choose others, they are constantly improving their requirements. Google research has concluded that the scores begin to converge after four rounds of interviews, so five rounds of interviews are the most appropriate.
4.
What does the airport test candidate look like when they let their guard down? If you and him are stuck at the airport for six hours and you can't go anywhere, can you chat with him to pass the time? The airport test goes a step further and you can have dinner with applicants or even spend the weekend together.
5. All employees
must be recruited to recruit talents into the responsibilities of each employee and conduct evaluation. Establish a successful recruitment culture to make it easier for the company to double in size. Because top talents are like sheep, people will interact with each other, and high-quality talents will bring you better talents.
6. If you love him, let him go (but you have to do this first)
even if you prepare substantial tasks and stimulating adjustments for top talents, they will still make the calculation for another job. In this case, Google will ask employees who want to start their own business: "If I were a potential investor, what would you say to me?" If they find that the answers given are not sufficient, they obviously have not done well. Preparation for resignation. What to do then? Stay here and continue to work for the company while improving your vision. Once the time is right, you will not only be happy to see you off, but you may also hand over investment funds.
[Personal thinking]
Judging from Google’s practice sharing, facts have also proved that among the top companies in the world, Google has super-top talents, which is the sum of the next few companies, or even more. The reason why these top talents can be attracted is that the company has given employees full empowerment, freedom of personality innovation, liberation of human nature, and endless exploration. Perhaps 99.999% of companies cannot become a great company like Google, but we can learn from and absorb the successful ideas of their practice process.
Learning culture, strategy, talents, decision-making, communication and innovation at six different levels can bring us a vivid and vivid practical course of successful company management. Each piece is enough for us to digest well. The lessons of replaying some limited or low-level ideas have even been put into practice and eventually ended in a disastrous defeat. This all forms a sharp contrast. I think this is a good thing. By insisting on continuous improvement, self-criticism, keeping an open mind, and taking actions by all staff, we will surely realize the transformation slowly.
Note: The content is mainly extracted from the details of "Fan Deng Reading Club"