In his new book, Work Rules!, Laszlo Bock reveals the secrets behind Google’s incredible success. As the head of People Operations at Google, Bock has transformed the way we think about work. In this groundbreaking book, he shares his insights and lessons learned from inside Google, offering readers a rare glimpse into the unique culture and practices that have made Google the best place to work in the world.
Bock’s book is a must-read for anyone who wants to understand what it takes to create a great workplace. In the following pages, we’ll take a closer look at some of the key concepts from the book and how they can be applied to your own organization.
Table of Contents:
1. The Power of Intention
2. The Importance of Feedback
3. The Power of Purpose
4. The Importance of Fairness
5. The Importance of Trust
6. The Power of Autonomy
7. The Importance of Development
8. The Power of Inclusion
9. The Importance of Diversity
10. The Power of Community
1. The Power of Intention
In Work Rules!, Bock argues that the best way to create a great workplace is to start with a clear intent. What do you want your organization to be known for? What kind of environment do you want to create? What kind of people do you want to attract and retain?
Answering these questions is the first step to creating a work environment that will thrive.
2. The Importance of Feedback
Bock is a strong advocate for feedback, both giving and receiving. He believes that feedback is essential for growth and development and that it should be given frequently, openly, and with the intention to help.
At Google, feedback is given through a variety of channels, including one-on-one meetings, annual reviews, and 360-degree feedback. This allows employees to receive regular, constructive feedback that helps them improve and grow.
3. The Power of Purpose
When people are clear about the purpose of their work, they’re more engaged and motivated. Bock argues that every organization needs to have a clear sense of purpose and that this purpose should be communicated to every employee.
Google is known for its mission to “organize the world’s information and make it universally accessible and useful.” This mission is a unifying force that drives Google employees to do their best work.
4. The Importance of Fairness
Bock is a strong believer in the importance of fairness. He argues that employees need to feel that they’re being treated fairly in order to trust and believe in their organization.
At Google, fairness is baked into the company culture. For example, all employees have access to the same information and resources, and there are clear guidelines for how decisions are made. This creates a level playing field that allows everyone to succeed.
5. The Importance of Trust
Bock argues that trust is essential for a healthy workplace. When employees trust their leaders, they’re more likely to be engaged and motivated.
Google has built a culture of trust by being transparent with employees and giving them the autonomy to do their best work. For example, Google shares its financial information with employees and gives them a lot of freedom to experiment and take risks.
6. The Power of Autonomy
Bock believes that employees need to feel a sense of ownership and responsibility for their work in order to be engaged and motivated. He argues that the best way to achieve this is to give employees a high degree of autonomy.
At Google, employees are given a lot of freedom to experiment and take risks. This allows them to feel a sense of ownership and responsibility for their work, which leads to higher levels of engagement and motivation.
7. The Importance of Development
Bock argues that employees need to feel that they’re growing and developing in order to stay engaged and motivated. He believes that the best way to achieve this is to provide opportunities for employees to learn and develop new skills.
At Google, employees have access to a variety of resources that help them learn and grow. For example, Google offers online courses, on-site training, and mentorship programs. This allows employees to continuously develop new skills and knowledge.
8. The Power of Inclusion
Bock believes that inclusion is essential for a healthy workplace. When employees feel included, they’re more likely to be engaged and motivated.
At Google, inclusion is a core value. The company has a variety of programs and initiatives that help create an inclusive environment. For example, Google offers unconscious bias training to help employees become aware of their own biases and to learn how to inclusion for all.
9. The Importance of Diversity
Bock argues that diversity is essential for a healthy workplace. When employees feel that they can be themselves, they’re more likely to be engaged and motivated.
At Google, diversity is a core value. The company has a variety of programs and initiatives that help create a diverse and inclusive environment. For example, Google offers unconscious bias training to help employees become aware of their own biases and learn how to inclusion for all.
10. The Power of Community
Bock believes that community is essential for a healthy workplace. When employees feel a sense of community, they’re more likely to be engaged and motivated.
At Google, the community is fostered through a variety of programs and initiatives. For example, Google offers a variety of on-site amenities that help employees connect with each other, including cafés, fitness centers, and game rooms. This allows employees to build relationships and feel a sense of community.
Conclusion:
Bock’s book is a must-read for anyone who wants to understand what it takes to create a great workplace. In Work Rules!, he shares his insights and lessons learned from inside Google, offering readers a rare glimpse into the unique culture and practices that have made Google the best place to work in the world.
While not every organization can replicate Google’s success, there is much to be learned from Bock’s book. By applying the concepts from Work Rules!, you can create a work environment that is more engaging and motivating for your employees.