10 reasons Google is well, GOOGLE!

Today, 88.7% of the world uses Google as their search engine. There must be something really great about it, right? Of course there is! It’s their cool organisational behaviour strategy which has helped Google grow as a company. Yes, Organisational behaviour plays a really important role even to the customers, so, here’s what makes Google one of the most successful companies in the world!

Source: www.google.com

The best workspace EVER!

Googleplex, the Google headquarters, is an employee’s dream workplace. It has everything you ever wished for – Sleeping stations, all kinds of sports facilities, amazing food joints; you basically go from home to home-like office to work.

Have a detailed look at it here: http://bit.ly/N2BGvI

Google has the Coolest hiring process 

Out of a million resumes only 0.5% actually score a job at Google! Why? Coz they have oddly creative answers to questions like, “How many golf balls can fit in a school bus?” You’ve got to put your thinking cap on!

Making Human Resource into science

They make use of retention algorithms to determine the growth and downfall of employees; Changing the plan and giving new mothers a 5 month paid leave instead of 12 weeks their attrition rate dropped by 50%. The Senior VP of People’s Operations, (a fancy name for Human Resource), Laszlo Bock says, “Managed properly, the result of these approaches is not some moment of unity. Rather, it is a hardcore, data-driven discussion that brings the best ideas to light, so that when a decision is made it leaves the objector with enough context to understand and respect the justification for the decision, even if they disagree with the outcome.”

Casual and democratic atmosphere

Google is a “flat” company, i.e., it possesses a small number of middle and upper management. It lacks the top – down hierarchy which in turn cultivates a more open atmosphere for employees to voice their opinions and an easily approachable ambience.

Clear aims – Why you do what you do

At Google’s inception, founders wrote a set of “Ten things we know to be true” which served as the ground rules for the future.  These 10 things include tenets like “Its best you do one thing really, really well” and “Fast is better than slow” that have defined the day to day behaviour of the organisation of the Googlers. Having an articulated and well communicated mission cultivates an intentional culture for the employees. An environment where people know why they do what they do and love their work all the more for it.

Innovation is in their blood

It is in the DNA of the Googlers to experiment. Each employee has hunger for innovation which provides purpose in the office and aligns every employee’s decision with a simple yet collective vision.

Transparent and open – door environment

“Default to open” This phrase is used to describe one of the components that constitute Google’s great office culture. TGIF is a weekly meeting where everyone shares information which in turn establishes transparency in the office, creating an environment where everything is up for debates. Founders Larry and Sergey host the event, and employees from all over the world ask questions which are then put to vote. According to Google – Companies that value collaborations and encourage transparency, develop a positive atmosphere in the office that sparks productivity among the employees.

Recognition for everything

Google recognises appreciation as the best way to reward employees for their hard work. When employees meet incentives, they are paid in form of Google Stock Unit which mature over time.

Celebration of Failure

As much as Google likes to seize opportunities to acknowledge strong performances, the company is equally willing to celebrate failure as well. Google products are known to always be in Beta – mistakes are praised. For example, before she became the COO of Facebook, Sheryl Sandberg was a vice president at Google whose responsibilities included managing their automated advertising system. When she made a mistake that cost Google several million dollars, she admitted her error to co-founder Larry Page, whose response sums up the company’s attitude on failure: “I’m so glad you made this mistake,” he said. “Because I want to run a company where we are moving too quickly and doing too much, not being too cautious and doing too little. If we don’t have any of these mistakes, we’re just not taking enough risk.”

Peer bonuses

Anyone can log on and give someone a $200 peer bonus, no approval needed. (the person just cannot be in your direct team.) And they have never seen it abused.


Now you know how important keeping employees happy actually is. Google is definitely a company we look upto and we think even your startup can work on these grounds and excel.


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