Work Rulez

This is a short summary of Work Rulez book I did on my notes. I'd really suggest everyone who cares how to manage talents read this book: https://www.workrules.net/

Transcript

1. WORK RULES A book about HR processes in Google Vasyl Pasternak, 2015
2. TITLE: Work Rules Insides From Inside Google That Will Transform How You Live and Lead Published: April, 2015 Author: Laszlo Bock Senior VP of People Operations at Google Vasyl Pasternak, 2015
3. WHY? “Google is the best place for work” Fortune, 2014-2015 » Google hires up to 10K engineers per year » It has 55K employees » And most of them are happy working there Vasyl Pasternak, 2015
4. BASE PRINCIPLES Vasyl Pasternak, 2015
5. Be open, trust your employees, do not hide information All decisions are made known as soon as they can Evidence-based approach to decision making Processes are adjusted based on feedback No single source of power (but not a democracy) The bigger decision, the more people participate in making it Vasyl Pasternak, 2015
6. HIRING Vasyl Pasternak, 2015
7. HIRE SLOWLY USE RECOMENDATIONS USE STRUCTURED INTERVIEWS AVOID FALSE POSITIVES 4 INTERVIEWS ARE ENOUGH REDUCE SUBJECTIVITY Hiring decision is made by committee Vasyl Pasternak, 2015
8. GOOGLE'S CRITERIA TO EVALUATE » General Gognitive Ability » Leadership » Googleyness » Role-Related Knowledge Vasyl Pasternak, 2015
9. COMPENSATION Vasyl Pasternak, 2015
10. » Pay unfairly Your best people are better than you think and worth more than you pay them » Celebrate accomplishment Not compensation » Non-cash awards Are better than cash ones and make people happy longer » Separate salary review from performance review in time Do not allow people to game performance review process because of salary Vasyl Pasternak, 2015
11. PERFORMANCE MANAGEMENT AND CAREER Vasyl Pasternak, 2015
12. » Shift to half-year performance review from quarterly » 5-point performance scale gives the same-quality result as 41-point scale » Use calibration it puts fairness into performance review process » PR system should be reliable its main objective - help employees to perform better » Do not mix people development with performance evaluation » Great managers are great mentors » Hold 1:1 meetings with your subordinates Vasyl Pasternak, 2015
13. NUDGES, LIFE AT GOOGLE MANAGEMENT PRACTICES Vasyl Pasternak, 2015
14. USE CHECKLISTS FOR COMMON TASKS ROUTINIZE YOURSELF PUT REMINDERS FOR MANAGERS LEARN TO ANTICIPATE PEOPLE NUDGES SHOULDN'T BE A SECRET USE STATISTICS DO NOT AFRAID TO EXPERIMENT Vasyl Pasternak, 2015
15. Summary » Give your work meaning » Trust your people » Hire only people who are better than you » Don't confuse development with managing performance » Focus on the two tails » Be frugal and generous » Pay unfairly » Nudge » Manage the rising expectations » Enjoy! Vasyl Pasternak, 2015
16. Thank You vasyl.pasternak@gmail.com Vasyl Pasternak, 2015