Lazlo Bock details how Google sets objectives and key results (“OKRs”), measures performance, and use use calibration and peer feedback to ensure fairness. To help your team to improve, you need to do much more than rate and rank them. There are at least 3 strategies that stand out with Google’s unusual approach to performance management and improvement:įocus on personal growth, not ratings and rewards When you think of “performance management”, do you think of performance ratings and year-end appraisals? Most companies have become so dependent on systems and scores to evaluate their employees that they’ve lose sight of the real goal-to shape behaviors and help employees do better.

In our full 18-page summary, you can get more details on the 3 key pillars behind Google’s culture- mission, transparency and voice-and how they help to free Googlers to deliver amazing results.

The key is creating change to start thinking yourself as a founder and act like one. Although Google’s founders (Larry Page and Sergey Brin) strongly influenced Google’s culture, the biggest impact they made was to nurture other “founders” in Google, but giving Googlers the freedom to shape the company. However, you don’t need to start a company to be a founder. In any organization, the founders play a big role in molding the culture. Hence, leaders can trust people to do their best, and can treat them as owners rather than machines or units to be managed. One of the underlying factors beyond Google’s “high-freedom” workplace is the belief that people are fundamentally good. In our Work Rules summary, we’ve organized these insights into 4 key categories: He breaks down what it really means (in terms of strategies and processes) to empower people, hire the best and engage in continuous improvement. In particular, he explains how Google has built such a dynamic culture, attracts top global talents and achieves outstanding performance.

This book captures his interpretation of the work rules and philosophies behind Google’s tremendous success. Laszlo Bock joined Google as the head of People Operations and saw the company grow from 6,000 staff in 2006 to 60,000 staff in 2016. Do check out more details and illustrations in our book summary bundle in pdf/mp3 infographic, text and audio formats! In this Work Rules summary, you’ll learn some of these key ideas. What’s behind Google’s phenomenal success and why do they do what they do? In “Work Rules!”, Laszlo Bock shares his insider perspective on what makes Google tick and how you and your company can duplicate some of these winning ideas.

Work rules insights from inside google