Recently, I had what I can only describe as one of the greatest opportunities someone in the business world can have. No, not a promotion, in fact I’d even argue it’s better than retiring. I had the opportunity to spend time with the good folks at Google. At first I was nervous. Not because of Google, more because of what I’d built up in my mind about Google.
Let’s step back for a moment, according to Fortune Magazine, they’re the #1 company to work for and the #1 MBA recruiter. They are also a Fast Company Fast 50 (actually a Fast 10) organization. Then, there are the almost legendary perks. Lastly, according to some estimates there was a time they were getting 1000+ resumes a day! What would it be like? Are they just an urban legend? Or are they for real?
While I wasn’t able to visit their corporate headquarters in Mountain View California, I was lucky enough to visit their single largest office, in Manhattan. As I stepped out of the taxi on 8th Avenue, I took a gulp - here goes nothing. While crossing the street a 20-something kid is walking beside me, he’s wearing faded jeans, sneakers, and a grey hooded sweatshirt with “YouTube” on the front, yes I’m really here.
Moments later I step off the elevator, and a smile crosses my face - this is cool. Over the next couple of hours I tour the space, and I have to say, Google is for real. The entire space is… Googlized. Everything reminds you of where you are. Everything is blue, yellow, green and red, the organization’s trademarks. Everything, from the copier instructions, to the meeting room signs, right down to the light switches. There’s a games room, drum kits, and razor scooters to get from meeting to meeting. This place has a culture.
Google does not have employees, they have Googlers. They do not act like Computer Engineers, they act Googley. Their only guideline for making the organization and its offerings better - don’t be evil. It’s that simple. This culture has the tough stuff locked down. They’ve even got a name for their head office - The Googleplex (sic).
While other organizations strive to develop a strong culture, they should take more lessons from Google. Nothing sums up the need for culture quite like Seth Godin’s newest book “Tribes”, and that’s exactly what Google is - a Tribe. They have a strong identity, one that lures people to the organization, and allows each person to have an ability to affect the company directly. Having this sort of identity creates a real bond to the organization. As long as they keep this up, there is no stopping them.
As I see it, regardless of the state of the economy, Google is going to make it through - with flying colours. While recent reports that Google is starting to reduce some of the “perks” it offers employees, it’s hard to believe that anyone at Google would leave because the selection of meals at the Free cafeteria is reduced. They are still rolling out new programs, including their mobile phone platform “Android” as well as their new browser “Chrome”. In addition, they are reaching out to other organizations bound for success, including a recent exchange program with P&G.
- Focus on small tribes: If you feel your company has an ailing culture, find a few people who think things should be different. Work extensively with this small group of people to get them motivated and focused on their goals. Soon enough, you’ll realize their energy will spread to the co-workers around them.
- Culture moves slowly: Don’t be overambitious by trying to take your corporate culture from zero to Google in a week. It takes time and the process moves through stages slowly and methodically. Some people will get it right away, others not so much. Some may never quite fit in to the new organization you’re imagining.
- Personal accomplishment: Try building a sense of personal accomplishment in your team members first. Eventually try to link this personal accomplishment to group actions. You will find that your team relishes the teamwork that leads to personal accomplishment and begins to recognize the “culture” or routine they follow to get these results.
- Overdrive: Sometimes you can launch your culture into overdrive for short periods of time. When you’re working on a special project, people can get ambitious, excited and proud of the team they are working with. Don’t hesitate to push your team into overdrive moments.
- Branding and décor: It’s great to have walls painted in corporate colours, corporate statements everywhere and all that jazz. But really it comes down to the quality of teamwork and interaction. Nothing can replace that.
- Open-door culture: This isn’t about open-door policy. We mean going out of your 4 walls and visiting other organizations to see how they do things and innovate from their processes. Make this a habit for your team to keep their eyes open and scanning the horizon.
The bottom line is that they get it at Google. They focus on hiring great people, building a great culture, and getting out of the way. I even asked about the reality of the Google time management program that encourages employees to spend 20% of their time working on what they feel is important, and will ultimately lead to the future success of the organization, the response - absolutely. If there’s one thing that Google can bet on in the coming months, to paraphrase their search page, it won’t rely on being lucky. Rather they will succeed based on 25,000 of the best minds in the world working to “not be evil”, and to keep Google ranked #1.
Kyle Couch is Vice-President of Client Learning Experience at The Beacon Group in Toronto. He had the opportunity to visit Google’s Manhattan office in early October this year.
Companies across various industries have used The Beacon Group’s assessment products and advising services to leverage their investment in Human Capital. The Beacon Group specializes in Employee Surveys, 360 Feedback Assessments, Early Talent Identification (ETI), Management Training and Performance Management Systems. Clients including Mercedes-Benz, McDonald’s, Xerox, Sony and SAP have used The Beacon Group’s services to grow their thriving businesses.
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