Recently, I was reading Wu Jun's "Top of the Tide". The book talks about Google's success. I have some ideas. Some people say that if you want to learn from Google's success, you should learn from Google's childhood.
From a young age, Google realized that people were the core of the company.
When it comes to recruiting, Google follows the principle of “rather shortage than waste”. First, first of all, we must recruit people with strong initiative, that is, people who are spontaneously combusted by Kazuo Inamori. Kazuo Inamori divided people into spontaneous combustion, combustible, and flame-retardant. Spontaneous people have strong self-motivation, they will take the initiative to find work, and will not be idle. Combustible people need someone else to do the work. The flame retardant type is hopeless and fired as soon as possible.
Second, Google's early recruiting had to be approved by all employees, but later, when there were too many people, it was changed to have the approval of two founders or members of the four teams. This ensures that new recruits can integrate with the entire team. In most companies, as long as the department manager or boss agrees, the recruited person is only pleasing to the eyes of the leader. As for whether other members of the team like the new person, or whether they are willing to cooperate with this new person, the leader does not care. . In my opinion, recruiting a new employee is like creating a new cell in the body. The most important thing is not how good the cell is, but whether the cell will reject other cells. If new hires are mutually exclusive with other employees, new hires can negatively impact the effectiveness of the team.
Third, only recruit geniuses. The founders and executives of Google did not agree with the statement that "three cobblers can make up one Zhuge Liang". In their opinion, no amount of cobblers can play the role of Zhuge Liang, so Google is spending several times as much. The price is only for geniuses. But for most companies, there's not that much appeal, attracting geniuses. However, potential geniuses can be found. In my opinion, people who can maintain continuous learning and have strong hands-on ability, even if they do not have a high degree of education, are not geniuses now, but they may become geniuses in the future.
Googlers have 20% discretionary time when it comes to dealing with people. Since Google only recruits people with strong initiative, in private time, everyone is creative instead: the Gmail email product was born, and several unrelated people optimize AdWords. And Google wants to have great freedom to decorate its own office environment and even bring pets. These are all because Google only recruits highly motivated people, so no matter how free it is, it will not affect the work, and it will also stimulate greater creativity.
Although Google is very lenient with people, it is very strict with project management. When submitting code, even if a variable is not named properly, it cannot be submitted. Wu Jun, the author of "Top of the Wave", was asked by the product department to modify the algorithm because the algorithm he developed increased the search time by 2%. In the end, Wu Jun had to spend a few weeks modifying the code. The freedom of people allows people to play a greater advantage, and the strictness of the project ensures the stability of the product.
In terms of cultural construction, every Friday at 4:30, Google will hold a plenary meeting in the large restaurant of its headquarters, called the Thank God It's Friday (Thank God, it's Friday again) Conference (TGIF for short).
The first item of the conference is to introduce the new employees this week. The founder of the company will also shake hands to welcome these employees, so that the new employees can better integrate into the group. There are very few companies that can introduce new employees to the whole company. In many companies, employees can only know their colleagues in the department after they are hired.
The second is to announce the results of the work of the past week, detailing each work, especially thanks to everyone who has contributed to it. Let everyone's work be recognized. Publicly thanking employees for their contributions allows these employees to experience happiness by fulfilling the need to be recognized by others for their abilities and achievements (Maslow's Hierarchy of Needs).
Another is that the marketing department and the marketing department introduce the sales performance and turnover of the past week to all employees, which makes the employees truly realize that they are one of the owners of the company, and they will do their best for the company. In a company I have worked for before, although employees also have options, the company's operating conditions, whether it is profitable or loss-making, are kept confidential to the employees. Therefore, although the employees hold the company's options, they still do not regard themselves as one of the owners of the company in their hearts, and they cannot do their best to contribute to the company. The company went bankrupt within a few years.
In general, the most worthwhile thing to learn from Google is recruiting. Only by strictly controlling the recruitment can the company's body be healthy, because if one bad person is recruited, it may bring two or three. In the end, the bad money drives out the good money and spreads to every part of the body like cancer cells. cause the body to collapse or die.