Google’s Post

Happy belated International Women’s Day! 🌸 3 months ago, I joined Google. I was trusted from day 1. My manager Ben Cheng prepared a list of suggestions of potential projects I might want to explore further and take on and made it clear to me that for this initial period of onboarding my main priority is learning. I appreciated the level of encouragement I was met with when it comes to respecting how I work best. Between learning by reading the available documentation, following tutorials or connecting with others, the methods of acquiring knowledge are vast and depend on both individual preferences as well as the nature of the task at hand. Not only that, my manager also explained to me clearly what our organisation’s goals are, what avenues we have pursued in the past and their success rates, and how these priorities and their foreseen impact have changed over time. For me, this demonstrated that my new company understands that I know how to do my best work, and the guidance that I require is in the form of direction and alignment. It is this level of autonomy that allows me to put my best foot forward, make the most out of my existing knowledge and skills and form my goals in a way that best impacts Device Software-wide goals while allowing me to further develop in areas that are relevant for me to maximise this impact in the future. Women in tech represent 33% of the workforce. When it comes to more technical roles, men hold 75% of technical jobs while women make up just one-quarter of them (https://lnkd.in/ggDhRrG4). Yet, I never felt that I was treated differently. In none of my 1:1 interactions, large departmental meetings, in speaking with our customer teams or in social chats did I sense that I was regarded with my gender taking precedence over my skills. My identity and background add colour to my viewpoints, but they are not the determining factor in my performance and the quality of my work. The level of autonomy and trust that I enjoy is one that I consistently observe across the teams I interact with and one that I seek to perpetuate too by encouraging those around me to bring their full self to work, without the hesitation of being seen through a single lens. Explore open positions and join us: https://goo.gle/iwd2024 #GoogleHerStory #GoogleWomenRising #LifeAtGoogle

We all shine in our own ways! Embracing Individual Brilliance In our diverse world, each of us shines uniquely, much like the sun, moon, and stars. This simple yet powerful illustration reminds us that everyone has their own light to share, and together, we create a brighter, more vibrant universe. Let's celebrate individuality and the unique strengths that each person brings to our lives. Whether you're a bright spark of creativity, a steady source of calm, or a guiding light of knowledge, your contributions make a difference. 💡 We all shine in our own ways! 💡 Let's Understand More with a Real Example The Story of Google A Celebration of Individual Talents Google is a prime example of how embracing individual brilliance leads to extraordinary success. With a diverse workforce, Google harnesses unique skills and perspectives, fueling innovation and creativity. Creativity and Innovation: Google's "20% time" policy, allowing employees to spend part of their time on passion projects, led to the creation of Gmail by Paul Buchheit. this policy recognizes and celebrates individual creativity, leading to the creation of one of the world's most popular email services. Collaboration and Support: Google's culture encourages collaboration, where team members work together, leveraging their unique strengths. For example, the development of Google Maps involved engineers, designers, and data specialists contributing their expertise. Recognizing Contributions: Google’s peer bonus program celebrates individual efforts, recognizing those who go above and beyond celebrating the unique strengths and efforts of each person. By valuing diverse talents and collaboration, Google has become a global leader in innovation, with products like Google Search and Google Maps used by billions. #celebratediversity #uniquestrengths #innovation #googlesuccess #creativityunleashed #collaborationmatters #embraceuniqueness #teamwork #inspiration #diverseworkforce #leadership #innovationinaction #googleculture #successstories

Recently, I had the opportunity to interview with Google, an experience that was as enlightening as it was challenging. One of the concerns I raised during the interview was about the decreasing average tenure of Google employees, a trend that has been attributed in part to talent poaching. I was taken aback by the response I received. 𝐓𝐡𝐞 𝐢𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰𝐞𝐫 𝐚𝐬𝐬𝐮𝐫𝐞𝐝 𝐦𝐞 𝐭𝐡𝐚𝐭 𝐭𝐡𝐞𝐫𝐞 𝐰𝐚𝐬 𝐧𝐨 𝐜𝐚𝐮𝐬𝐞 𝐟𝐨𝐫 𝐜𝐨𝐧𝐜𝐞𝐫𝐧 𝐚𝐬 𝐭𝐡𝐞 𝐧𝐮𝐦𝐛𝐞𝐫𝐬 𝐰𝐞𝐫𝐞 𝐧𝐨𝐭 𝐲𝐞𝐭 𝐚𝐥𝐚𝐫𝐦𝐢𝐧𝐠. This response left me pondering. It seems to suggest a reactive rather than proactive approach to talent retention. In other words, until the situation reaches a ‘danger mark’, no action would be taken. While I understand that every organization has its thresholds for action, I believe that in the fast-paced world of tech, a proactive approach to talent retention is crucial. After all, employees are the backbone of any organization, and their departure can have a significant impact on the company’s growth and innovation. This experience has reinforced my belief in the importance of open dialogue about employee retention and the need for proactive strategies in this area. I look forward to seeing how Google and other tech giants navigate this challenge in the future. #Google #TalentRetention

🌟B𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐚 𝐂𝐮𝐥𝐭𝐮𝐫𝐞 𝐨𝐟 𝐄𝐱𝐜𝐞𝐥𝐥𝐞𝐧𝐜𝐞: 𝐋𝐞𝐬𝐬𝐨𝐧𝐬 𝐟𝐫𝐨𝐦 𝐆𝐨𝐨𝐠𝐥𝐞'𝐬 𝐒𝐮𝐜𝐜𝐞𝐬𝐬 𝐒𝐭𝐨𝐫𝐲🌟 In today's competitive landscape, fostering a workplace #culture that attracts and retains top talent is paramount. One company that has set the gold standard in this regard is none other than Google. But what exactly makes #Google the best place to work? 🚀 #Innovation at its Core: Google's culture is rooted in innovation. From the iconic "20% time" policy to the vibrant office spaces designed to spark creativity, Google empowers employees to explore new ideas and push boundaries. 🤝 #Collaboration is Key: At Google, collaboration isn't just encouraged—it's ingrained in the company's DNA. Cross-functional teams work seamlessly together, leveraging diverse perspectives to tackle challenges and drive innovation forward. 💡 Employee #Empowerment: Google believes in the power of its people. Employees are given autonomy and resources to pursue projects they're passionate about, fostering a sense of ownership and pride in their work. 🌈 #Diversity and #Inclusion: Google recognizes that diversity fuels innovation. The company fosters an inclusive environment where everyone's voices are heard and valued, leading to richer ideas and better outcomes. 🌱 #Growth and #Development: Google invests in its employees' growth and development through robust training programs, mentorship opportunities, and career advancement paths. Employees are empowered to continuously learn and evolve in their roles. 🌟 #Promoting a #Positive Culture: As leaders in our respective organizations, let's take a page from Google's playbook and prioritize building a culture that inspires greatness. By fostering innovation, collaboration, empowerment, diversity, inclusion, and growth, we can create workplaces where employees thrive, and success follows naturally. Let's strive to make our organizations the best places to work, where every employee feels valued, supported, and empowered to reach their full potential. Together, let's unlock success through a culture of excellence! ✨ #workplaceculture #employeeengagement #innovation #collaboration #diversityandinclusion #careerdevelopment #leadershipcoaching #inspiration #success #leadership Follow Lt Cdr (Dr) Sadhanaa Giri 🏆 Ex- Indian Navy for more such content and value addition. 👉 DM me for personal breakthrough sessions. LinkedIn LinkedIn Guide to Creating LinkedIn News India LinkedIn Social Impact

The collapse of Google's once-praised open culture spells trouble for the tech giant's future, warns former employee David Kiferbaum. In his insightful essay, Kiferbaum reflects on his seven-year tenure at Google, highlighting a significant shift away from the company's culture of openness. Kiferbaum traces the decline back to pivotal moments such as the James Damore memo controversy and employee protests, which led to the dismantling of once-transparent communication channels like the TGIF meetings. This shift, he argues, has not only stifled innovation but has also contributed to recent product failures. As someone who witnessed Google's transformation firsthand, Kiferbaum emphasizes the importance of fostering an environment where employees feel empowered to voice concerns and ask tough questions. It's a stark reminder of the critical role culture plays in organizational success. If you're concerned about cultural erosion in your organization, reach out to us. We're here to help. #HireGains #EnvironmentDynamicsPerformance #CompanyCulture #CultureMatters #EmployeeEngagement

Ever wondered how Big Tech attracts the best talent on the market? 📈 After completing my studies in London, I took a job in people operations at Google's Dublin headquarters. Here are some valuable lessons I have learned: 💡Do your math. Putting together the best possible compensation package for someone is like setting up an equation. There are countless variables and parameters that can be combined to get a result that all parties are happy with. 💡Employee retention is a science on its own, but it all comes down to ensuring everyone feels they are progressing. It's not just about salaries and benefits. Great employees want to learn and thrive, which is why employee development initiatives were a key focus at Google. 💡Getting a promotion by sitting out long enough? Not at Google. On any level, employees should first prove that they are capable and willing to take the next step. Special projects or interim goals are a good way for your employees to show and prove themselves. 💡What hasn’t been tracked cannot be optimized. Binding targets and measurable results for every employee are the key to ensuring that your company runs like clockwork. 💡Working in HR at Google's European headquarters meant working with people from 30+ countries and dealing with many different cultures. Being sensitive to your counterpart's background and adapting your communication accordingly is key to good teamwork. 💡Whether it's employee surveys or different interest groups, one of the most powerful tools to retain employees is to give them the opportunity to shape their own working environment. 💡Be unique. Awesome looking merch, for example, is popular among employees and strengthens their identification with the company. And last but not least: Have fun doing what you do! I take that to heart every day. 🤓

The collapse of Google's once-praised open culture spells trouble for the tech giant's future, warns former employee David Kiferbaum. In his insightful essay, Kiferbaum reflects on his seven-year tenure at Google, highlighting a significant shift away from the company's culture of openness. Kiferbaum traces the decline back to pivotal moments such as the James Damore memo controversy and employee protests, which led to the dismantling of once-transparent communication channels like the TGIF meetings. This shift, he argues, has not only stifled innovation but has also contributed to recent product failures. As someone who witnessed Google's transformation firsthand, Kiferbaum emphasises the importance of fostering an environment where employees feel empowered to voice concerns and ask tough questions. It's a stark reminder of the critical role culture plays in organisational success. If you're concerned about cultural erosion in your organisation, reach out to us. We're here to help. #CompanyCulture #CultureMatters #EmployeeEngagement

Google is a multinational technology company that was founded in 1998. The company, headquartered in Mountain View, California, has grown to become one of the world's leading technology giants. Google is renowned for its search engine, which dominates the internet search market, but it has expanded its portfolio to include a wide range of products and services, including online advertising technologies, cloud computing, software applications, and hardware devices. Google's Human Resources department, it becomes evident that the corporation places a paramount emphasis on valuing and nurturing its workforce. This commitment is reflected in its continuous pursuit of innovative strategies aimed at recruiting, retaining, and developing exceptional talent. Nonetheless,  I think these are some possible strategies they can use to recruit, retain, and develop personnel. - Diversified Recruitment Approaches:** Integrate strategies promoting diversity and inclusion, aiming to attract a broad spectrum of talents and cultivate an inclusive organizational culture. - Guidance and Support Programs:** Implement mentorship and coaching initiatives designed to offer employees valuable guidance and support, fostering their professional growth and development. - Acknowledgment and Incentives Framework:** Develop a comprehensive system for recognizing and rewarding outstanding contributions, cultivating a workplace culture that places a strong emphasis on appreciation. - Holistic Well-being Initiatives:** Launch programs prioritizing the physical and mental health of employees, establishing a work environment that is supportive and nurturing. 💡 #strategies #opportunities #employees #leadership

When you're one of the strongest brands in the world, you can definitely make a crazy recruitment move like Google did in 2004. In 2004, Google decided to spice things up in the heart of Silicon Valley. They put up a billboard posing a mind-bending mathematical puzzle - one that would truly test the mettle of the brightest minds in the tech world. The challenge was no walk in the park. In fact, cracking this code would require tapping into the very depths of Google's own expertise. Only the sharpest problem-solvers should apply. But for those who dared to take on the challenge, the payoff was sweet. Upon solving the equation, they were greeted with a delightfully playful message: "Nice work. Well done. Mazel tov! You've made it to Google Labs, and we're thrilled to have you here. You see, we learned a thing or two while building Google - the best way to find what you're looking for is to let it come to you. And that's exactly what you've done. You, my friend, are one of the best engineers in the world. Welcome aboard!" Google's unconventional approach was a stroke of genius, tapping into the competitive spirit and intellectual curiosity of the tech elite. It was a bold move that not only attracted top talent, but also showcased the company's innovative spirit and commitment to finding the brightest minds in the industry. Well, i may not be Google, but my network includes some of the sharpest minds around, the kind that could be a perfect fit for your company. And I can assure you, no mysterious billboards required here. Just a simple DM is all it takes. #hr #growthmindset #innovation #google #humanbehaviour

𝟳𝟳% 𝗼𝗳 𝗡𝗲𝘄 𝗛𝗶𝗿𝗲𝘀 𝗮𝗿𝗲 𝗛𝗮𝗽𝗽𝘆 𝗮𝘁 𝗚𝗼𝗼𝗴𝗹𝗲 And here is their protocol. Google's onboarding stands out in the American tech industry with 77% employee satisfaction¹, surpassing Meta (74%)² and Microsoft (70%)³ as self-reported by a couple thousand employees. Here's a closer look at their approach:⁴ • 𝗣𝗿𝗲𝗯𝗼𝗮𝗿𝗱𝗶𝗻𝗴 𝗘𝘅𝗰𝗲𝗹𝗹𝗲𝗻𝗰𝗲: Google begins engagement before the first day, setting expectations and building excitement. • 𝗕𝘂𝗱𝗱𝘆 𝗦𝘆𝘀𝘁𝗲𝗺: Each new hire is paired with a buddy, providing a go-to person for all questions, big or small. • 𝗘𝗻𝗴𝗮𝗴𝗶𝗻𝗴 𝗢𝗿𝗶𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻𝘀 / 𝗖𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗜𝗺𝗺𝗲𝗿𝘀𝗶𝗼𝗻 / 𝗡𝗲𝘁𝘄𝗼𝗿𝗸 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴: These sessions are interactive, blending key information with Google’s culture. They include a mix of hands-on activities, team-building exercises, and comprehensive introductions to Google's products and services. New hires are encouraged to collaborate and connect with their colleagues, helping them build their network within the company early. • 𝗥𝗲𝗴𝘂𝗹𝗮𝗿 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸: Continuous check-ins with managers and peers ensure alignment and address any concerns promptly. • 𝗘𝗺𝗽𝗼𝘄𝗲𝗿𝗶𝗻𝗴 𝗣𝗿𝗼𝗷𝗲𝗰𝘁𝘀: Early involvement in meaningful projects helps new hires quickly feel like part of the team and see the impact of their work. I think helping new hires to build their network early is key. But what do you think? How are you going about onboarding new hires? ⎯ #HumanResources #HR #Hiring