Manage Your Tech Firm like Google #1
After reading the Work rules book, I got clear answers to the question of how a technology company should treat its employees. My expectations from my management and my firm as a software development professional are detailed in the book. I got the answer “How to manage a tech company” as I read the book.
“Managers serve the team”
Google’s managers have no authority in the traditional approach. Google gives its workers additional flexibility to improve their performance. Only when organizations develop programs that empower employees, provide an opportunity for people to learn beyond what they need to execute their jobs, and enhance their reliance on teamwork will performance improve. Perhaps most intriguingly, the corporation incurs no fees as a result of this strategy.
Here is a sample of the decisions managers at Google cannot make unilaterally
· Whom to hire
· Whom to fire
· How someone’s performance is rated
· How much of a salary increase, bonus, or stock grant to give someone
· Who is selected to win an award for great management
· Whom to promote
· When code is of sufficient quality to be incorporated into our software codebase
· The Final design of a product and when to launch it.
According to Eric Schmidt, the company’s former CEO, The default leadership style at Google is one where a manager focuses not on punishments or rewards but on clearing roadblocks and inspiring her team.
Google is a massive corporation now, but the crucial point to remember is that the company’s primary focus has always been on its people from its inception.
All it takes is a belief that people are fundamentally good — and enough courage to treat your people like owners instead of machines
-Recruitment Process
When it comes to hiring, Google is quite meticulous and unique. Larry and Sergey, the founders of the company always insisted that hiring decisions be made by groups rather than a single manager. Google is one of the few companies that donate stock to its employees. Sergey wanted efforts to attract more women to computer science to begin when thirty staff were absent.
-Social Helps
It has many social incentives such as Healthcare benefits, Paid time off, Mental well-being, Financial and retirement, Flexibility, Food, and snacks.
Employees at Google have access to health insurance. The employee, his spouse, and his children are all covered by complete health insurance. Without supplementary coverage for eye and dental care, you can get treatment directly from contracted institutions!
Employees are given equity in the company. This is critical for staff motivation. Because, in addition to his income, as the employee improves the value of the company, his stock will grow and add to his wealth.
Google allows you to work from home two days a week. The company also offers four weeks of “work from anyplace” per year.
The free meal offered on Google is one of the company’s biggest perks. Because of the employees’ health, Google built the lunch halls more than 250 meters away. Because by practicing walking exercises, he is indirectly helping workers. Employees can take free culinary classes to learn how to prepare more delectable meals if free food isn’t enough.
Even if just these elements are implemented, it will offer value and an advantage to your firm in terms of employee loyalty.
I’ll share the rest of the book in my future piece to keep the article from being too long.
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Best Regards!
