Culture and the Company It Keeps
In January, I will be hosting a seminar discussing “How to Create a Killer Culture,” and thought it would be apropos to start the mind working in that direction. I recently watched the “Best Practice HR Tips from Liane Hornsey, Google VP Operations”. Laine and her interviewer do a fabulous job of demonstrating how effective it can be when a company creates their “ideal” cultural values; lives by those values; and assesses performance based on those values. Ms. Hornsey describes the reputation of Google as a place where people want to be: “it doesn’t happen by accident, it is by design.” She went on to describe the ideal values within the Google culture, which seem complex at a glance… and it all begins with their famous lengthy hiring practices. Where Laine went through 14 interviews (across multiple countries), she has shored that up to now be between 4-8 interviews. They use 360-degree hiring tools which essentially allow for assessing how upper management, peers, and employees of that individual will all work together. A separate Culture and Change Management Survey conducted in 2013 showed that only 53% of businesspeople view culture as an important part of the leadership agenda at their company…yet only 35% agreed that their management does an effective job of managing culture. However, when listening to Laine, I was completely convinced that Google has Culture Management handled. They have a clear understanding of expectations (informal dress code and work hours, formal decision-making); which are evaluated and adjusted on a daily basis. She describes the approach to their management as “common sense” in how they balance management layers; allow for promotion rotation to develop skills and increase knowledge of the team; and create expectations based on time in a position. What resonated the most with me what how they focus on results (output) rather than hours worked in a day.
As my mind is decompressing the 11+ minutes I spent with Laine Hornsey, I do wonder what the employees think. Does Google really live this culture on a daily basis? Does your company have an outline of their cultural values? How do you keep that alive?
- Here’s why Google is building a robot army (io9.com)
- Startup Culture Matters: Q&A with SocialRadar’s Michael Chasen (tech.co)
- Questions I’m asking in interviews (jvns.ca)
- How to measure and improve your company’s culture (holykaw.alltop.com)
- How do I build a great ‘company culture’? (soshitech.com)
- Changing organizational culture – Part five: Which culture is right? (free tool) (eryceyl.com)
- Changing culture – Part one: What is organizational culture? (eryceyl.com)
Posted on December 31, 2013, in Culture and tagged Business, Change Management, Culture, Google, HR, Human resources, Interview, Organizational culture, Search Engines, Searching, Value (personal and cultural). Bookmark the permalink. Leave a comment.