Google's Golden Guidelines to Great Managers

by Melody McGuirk

November 29, 2020

As we all know Google loves data, so much so that they have gathered information within their own company to figure out how to make the best managers.

During Google's first few years, their employees (called Googlers) wondered if they really needed managers. So, in 2002, co-founders Larry Page and Sergey Brin decided to see how their company would run without managers for a few weeks, and as you could imagine... it was a DISASTER!

Following this, they carried out a research project to calculate the efficiency of Google’s managers based on 2 data sources:

1. Performance (from higher management chains)

2. Review Ratings (from their teams' point of view)

Being a Great Manager Based on the Data

From the previous 2 data sources, Google figured out the top 8 attributes of a good manager which are outlined in Michelle Donovan's video "How Google Makes Managers Awesome" :

1. Is a good coach

2. Empowers team and does not micromanage

3. Expresses interest/concern for their team member's success and personal well-being

4. Is productive and results-oriented

5. Is a good communicator

6. Helps with career development

7. Has a clear vision/strategy for the team

8. Has important technical skills that help them advise the team

I think it is astonishing how a great manager can be made by just following those simple steps. They are extremely logical yet so simple.

Managers as Coaches

It is evident that Google focuses on the principle that managers should support their teams rather than micromanage. (Catherine Cronin, DL840-Intro to Management, 'Lecture 3-Managers as CoachesHBR.ppt')

As we know there are 4 types of coaches:

• Teacher Managers

• Always-on Managers

• Connector Managers

• Cheerleader Managers

What kinds of managers have you experienced in your career? Or if you are a manager yourself, which type do you think you are?

Connector managers have shown to be the most effective and I feel like Google encourages this type of leadership within their organizational structure. They give feedback to each Googler and make sure employees are connected within a team. They instigate conversations within the team, which inspires each Googler to help and motivate one another.

In a nutshell, I think that Google sets an amazing example of Connector Managers and how managers can take a few simple steps to increase productivity within their team.

Conclusion

I really hope you enjoyed reading my first ever blog post. If you did, make sure to leave a comment and share! Stay tuned for more posts coming to a screen near you soon!

References

Krythin, U., 2016 Mountain View, Ca/USA: Googleplex - Google Headquarters With Biked On Foreground. [image] Available at https://www.shutterstock.com/image-photo/mountain-view-causa-december-29-2016-630500645 [Accessed 29 November 2020].

How Google Makes Managers Awesome | Michelle Donovan. (2017). YouTube Video. Added by 're:Work with Google'. [Online]. Available at https://www.youtube.com/watch?v=QC_PGHkRvTw [Accessed 29 November 2020].

Cronin, C., 2020. Lecture 3- Managers as Coaches, DL840- Introduction to Management