Citati iz knjige „A Joosr Guide to Work Rules! By Laszlo Bock“ autora Joosr

But while it’s true that other companies have tried to emulate Google’s methods and failed, it’s mainly because they don’t understand the philosophy behind them
They took this research one step further by anonymously polling their employees for feedback on their managers, identifying the qualities of the best and most effective, and using those qualities as guidelines.
The best way to help the low performers is by giving them an insight into what the high performers are doing
Google chooses to keep information public within the company, restricting it only when there’s good reason.
So what kind of culture do you want to create? For Google, creating a great work culture means focusing on three things: mission, transparency, and voice
Google employees are given the freedom to work without the constant threat of penalty.
Many words can be used to describe the typical relationship between manager and worker, but “freedom” isn’t usually one of them.
Finding the right people takes time – it’s estimated that only 10 percent of your applicants will be the performers you’re looking for.
The reason is simple: many workplaces don’t treat their employees like people.
The Google philosophy isn’t about distractions and perks, it’s about putting excellent people in a setting that allows them to work on what they’re passionate about, being open and honest with those people, and allowing them to help shape the company’s future.
Google has put years into learning how to hire the best people, manage them in the most effective but unobtrusive ways, and reward the innovation and creativity the company is now known for. These methods are what made Google the multinational tech giant it is today – all because they focused on people.
Any company can focus on people instead of profits. Any company can favor great output and productivity over hours worked. Any company can work to help their staff by providing benefits and training. All of this can be done either free or at very little cost. The method that works for Google, Brandix, and Wegmans can work for you too.
qualities of the best and most effective, and using those qualities as guidelines. Google uses this data to compare the top performers to the lowest performers, working with those who need help and bringing their performance up.
Google has found that their best managers are competent in their team’s field, are communicative, and work to empower their colleagues to produce great results instead of handling every issue themselves. They took this research one step further by anonymously polling their employees for feedback on their managers, identifying the quali
what kind of culture do you want to create? For Google, creating a great work culture means focusing on three things: mission, transparency, and voice. Mission matters because people work harder and with much more passion when they personally believe in what they’re working for. Everyone wants their hard work to have real meaning, and Google gives employees the freedom to work on the projects they believe can improve the company. As a result, their people are happier and more productive.
can improve the company
For Google, creating a great work culture means focusing on three things: mission, transparency, and voice.
think yourself into the mindset of a founder
The skills that exceptional hires bring to the table will be more than worth the wait.
Management should inspire, not intimidate
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