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Google-Work Culture and Innovation

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Google-Work Culture and Innovation

  1. 1. When Lary met Sergy Founders Larry Page and Sergey Brin met at Stanford University in 1995. By 1996, they had built a search engine (initially called BackRub) that used links to determine the importance of individual web pages. Google Inc. Larry and Sergey named the search engine they built “Google,” a play on the word “googol,” the mathematical term for a 1 followed by 100 zeros. Google Inc. was born in 1998, when Sun co-founder Andy Bechtolsheim wrote a check for $100,000 to that entity—which until then didn’t exist.
  2. 2. Out of the office The first “Google doodle” in 1998 was intended to let visitors to the homepage know that Google’s minders were offline at the Burning Man Festival in Nevada. There’s now a team of “doodlers” and posted more than 1,000 different doodles on homepages worldwide. Do-It-Yourself ads In 2000, Google introduced AdWords, a self-service program for creating online ad campaigns. Today this advertising solutions, which include display, mobile and video ads as well as the simple text ads they introduced more than a decade ago, help thousands of businesses grow and be successful
  3. 3. Gmail: No joke On April Fools' Day in 2004, Google launched Gmail. Its approach to email included features like speedy search, huge amounts of storage and threaded messages. Gone Public Google’s Initial Public Offering of 19,605,052 shares of Class A common stock took place on Wall Street on August 18, 2004, with opening price $85 per share
  4. 4. Location, location, location Google acquired digital mapping company Keyhole in 2004, and launched Google Maps and Google Earth in 2005. Today Maps also features live traffic, transit directions and street-level imagery, and Earth lets you explore the ocean and the moon. Broadcast yourself In 2006, Google acquired online video sharing site YouTube. Today 60 hours of video are uploaded to the site every minute. Cat videos, citizen journalism, political candidacy and double rainbows have never been the same.
  5. 5. The little green robots Amidst rumors of a “Gphone,” Google announced Android— an open platform for mobile devices—and the Open Handset Alliance, in 2007. The comic heard ‘round the world Word got out about Google Chrome a day ahead of schedule when a comic book introducing our new open source browser was shipped earlier than planned. We officially launched on September 2, 2008.
  6. 6. CEO and chairman Larry Page, Google’s original CEO until 2001, took up the title again in April 2011. Eric Schmidt, now our executive chairman, served in the role for 10 years. Google + In June 2011, we introduced the Google+ project, aimed at bringing the nuance and richness of real-life sharing to the web, and making all of Google better by including people, their relationships and their interests
  7. 7. •Lary Page & Sergey Brin met at Stanford. •As computer grads, begin collaborating on a search engine called BackRub. •BackRub was operated on Stanford servers for more than a year. •In 1997, named it Google, (taken from Googol, meaning 1010 1995-97 1998 •Sun co-founder Andy Bechtolsheim wrote a check for $100000 in the name of Google Inc. •Set up workplace at Susan Wojcicki’s garage at Menlo Park. •Files for an incorporation on September 4. •1st employee was hired – C Silverstein. •Placed as Top 100 websites, in PC magazine •Moved their office to 165, University Avenue, Palo Alato with 8 employees. •Omed Kordestani joins to run Sales. •Got a capital of $25 million from Sequoia Capital and Kleiner Perkins. •“Googlers” term was coined. •Company moved to Mountain View location, Bayshore. •Count reached to 40 employees. 1999 2000 •April: MentalPlex released. •May: 10 language versions of were released. •June: partnership with Yahoo, to become its default search provider. •September: 5 more language versions released. •October: Google AdWords launched with 350 customers. •December: Google Toolbar released.
  8. 8. •Feb: Acquired’s Usenet Discussion Services. •Mar: Eric Schmidt – Chairman of BoD. •Jul: Image Search is launched-250 mn images. •Aug: 1st international office at TokyoSchmidt becomes CEO, Lary & Sergy presidents. • Dec: 3 billion web documents. 2001 2002 •Feb: 1st Google hardware releasedGoogle Search Appliance. •May: Partnership with AOL – release of Google Labs to support R & D team. •Sep: Google News launched 4000 news sources. •Oct: 1st Australian office at Sydney. •Dec: Froogle (later called Google Product Search launched. •Feb: Acquired Pyra Labs- the creator of Blogger. •Mar: Acquired Appliaed Semantics – technology bolsters for the AdSense. •Apr: Launched Google Grants – Ad platform for non-profit organisations. •Dec: Launched Google Prints (later became Google Book Search). 2003 2004 •Jan: Orkut launched Social networking platform. •Feb: Index of 6 bn items – 4.28 bn web pages & 880 mn images. •Mar: Launched Google Local (later merged with Google Maps). •Aug: Went for IPO of 19,605,052 shares with opening price $85/share. •Oct: Introduced Google SMS, Desktop Search, Google Scholar, Google Earth.
  9. 9. •Feb: 1.1 billion images indexed. Google Maps goes live. •Mar: Acquired Urchin, a web analytics company that created Google Analytics. •May: Released Blogger mobile– iGoogle designed for personalised homepage. •June: Mobile web search- Google Earth •Aug: Launched Google talk. •Dec: Gmail for mobile, Google reader 2005 2006 •Jan: Acquired dMarc – launched Picassa. •Feb: Gmail chat – Google news mobile. •Mar: Acquired Writely – Google Finance – Google Calender. •May: Google trends – Google Checkouts •Oct: Acquired Youtube & JotSpot – released Docs & Spreadsheets •Dec: Released Patent Search. •Feb: Gmail opened up to everyone. •Mar: Google Apps for Education opened to 70000 university students. •May: Google Hot trends & Google gears were launched. •Sep: AdSense for mobile – Google reader in other languages. •Oct: partnered with IBM on supercomputing initiative. 2007 2008 •Google translate covers 23 languages. •Google health for accessing heath info. •Gmail Labs, Maps for mobile released. •Street view was introduced. •Indexed 1 trillion unique URLs. •Search Wiki was launched. •Google friend Connect was made available. •Google Suggests also introduced.
  10. 10. •Youtube Channel, Chrome,3D Google earth, Google Attitude were introduced. •Google translate covered 41 languages. •Released Google Voice – iGoogle backdrops also launched. •Google translate expanded to 51 languages i.e. 2550 language pairs. •Acquired reCAPTCHA. •New Homepage design was made. 2009 2010 •Acquired Aardvark, Picnik, Slide •Introduced Google Apps Marketplace, Google places (formerly Local Business Centre), Government Requests tool. •Announced Google TV, and Doodles. •Launched Self Driving cars. •Launched Google Instant Previews. •Hotpot engine was launched. •Chrome user base reaches to 120 mn. •Lary Page became the CEO and Eric Schmidt Became Executive Chairman. •Google Art Project, Google One Pass, Google Social Search were launched. •A Google a Day was introduced, acquired ITA (airline database). •Google wallet to use phone as a wallet. •Google Music was launched. 2011 2012 •Google drive launched. •Google Art Project expanded to 40 countries covering 151 museums. •Acquired Motorola Mobility. •Launched Trekker •Released Youtube for iOS. •JAM with Chrome was introduced. •Google Comminities was introduced.
  11. 11. Web • Web Search • Google Chrome • Toolbar Specialized Search • Blog Search • Scholar • Google Alerts • Google Trends Mobile • Mobile Apps • Maps for Mobile • Search for Mobile Home & Office • Google Drive • Calendar • Gmail • Translate • Google Cloud Print Media • • • • • YouTube Books Image Search Google News Picasa Social • Blogger • Groups • Hangouts • Orkut Geo • Google Maps • Panoramio Innovation • Code
  12. 12. Google Work culture
  13. 13. Googlers solve complex problems everyday in the name of our core mission to organize the world’s information and make it universally accessible to our users. But what makes working at Google truly unique is the workplace culture that encourages innovation and a healthy disregard for the impossible
  14. 14. How stuff works at Google • • • • • Life at the Googolplex is pretty sweet. Here's just a small list of the amenities you can find there: Several café stations where employees can gather to eat free food and have conversations Snack rooms stocked with goodies ranging from candy to healthy foods like carrots and yogurt Exercise rooms Game rooms with video games, football, pool tables and ping-pong. A baby grand piano for those who enjoy tickling the ivories
  15. 15. In addition to these amenities, Google employees receive a comprehensive benefits package that includes not only medical and dental coverage, but also a host of other services. These include tuition reimbursement, a child care centre, adoption assistance services, an on-site doctor, financial planning classes and lots of opportunities to gather with co-workers at special corporate events. Google's philosophy also places importance on non-profit work, and so Google will match up to $3,000 of any employee's contributions to non-profit organizations.
  16. 16. Malaysians at Google happy with work environment • Opportunity to meet the Malaysian PM • Opportunity to work with cool technology • Very broad minded approach ( nobody reacts negatively to people of different shapes and sizes) • Most of the employees claim that work culture vastly different from that of other organisations.
  17. 17. A Culture Built on Qualitative and Quantitative Data • Human resources, or People Operations, is a science at Google. They’re always testing to find ways to optimize their people, both in terms of happiness and performance. In fact, almost everything Google does is based off data. So it should come as no surprise that Google uses all sorts of data to gauge employees and improve their productivity.
  18. 18. Project Oxygen • IN early 2009, statisticians inside the Googolplex here embarked on a plan codenamed Project Oxygen. • Mission was to build better bosses • It included analyzing performance reviews, feedback surveys and nominations for topmanager awards. They correlated phrases, words, praise and complaints.
  19. 19. • The people analytics team produced what Google called “ Eight Habits of Highly Effective Google Managers”. They included : a) Have a clear vision and strategy for the team b) Help your employees with career development. c) Don’t be a sissy: Be productive and resultsoriented.
  20. 20. Google Talent Acquisition Recruitment
  21. 21. RECRUITMENT OVERVIEW • • • • • • • • • On average, Google takes about 45 days to hire. 8000 people hired in 2012 Emphasizes on selecting the right candidate Founders themselves are apart of the process Look for team players-Independent committees of Googlers help us ensure we’re hiring for the long term Right person for the right job Person Culture fit-GOOGLINESS-the company’s term for how well someone will fit into its workplace culture Use Data Analytics Very Gen Y- change oriented
  22. 22. HOW DO THEY DO IT??? • Select people with the right frame of mind – “Nooglers”- someone who’s good for the role, good for Google and good at lots of things. – Team Players. • Use the right mix of strategies to attract talent – Employer Branding- top 10 reasons to work in Google – Encourage diversity of both cultural ethnicity and skills – University Programs • Google student ambassador program • Computer Science Summer Institute – New innovative ways of reaching out for prospectus candidates • • • • Employee Referral programs Contests- Code Jam BOLD-Building Opportunities for Leadership Development- Engineering internships Social Media • Collect feedback from multiple Googlers - First a small group of staffers interviews the candidates. Then a second committee reviews all materials about the applicants, including those they submitted on their own behalf as well as interviewer feedback.
  24. 24. RECRUITMENT STRATEGY • Leadership Asserting a leadership role at work or with an organization, or by helping a team succeed when you weren’t officially appointed as the leader. • Role-Related Knowledge Experience, background, skills and subject matter knowledge • How You Think role-related questions that provide insight into how you solve problems. Show how to tackle the problem presented • Googleyness lookfor signs around your comfort with ambiguity, your bias to action and your collaborative nature.
  25. 25. WHY DOES IT WORK?? • • • • • Hiring is everyone’s job Feedback on your feedback No Single Hiring Manager Compensation fairness Only hire the best fit
  26. 26. HOW ARE THEY DIFFERENT?? • Strategic “Disruptive Recruiting”Doing things in the most disruptive and different ways Attracts best of employees At times goes against them as they might loose the cream of employees due to the pace • The World’s First Recruiting Culture Not only does Google fund recruiting to the point where the function is in a league by itself, but they have also gone to the extraordinary step of changing the way employees work in order to attract and retain the very best
  27. 27. HOW ARE THEY DIFFERENT?? • Google Has Changed Work Itself With “20% Time” – Careful crafting of job • Working on interesting work • Learning continuously • Constantly challenged to do more • Feeling that they are adding value – “20% work.” • The employee works the equivalent of one-day-a-week on their own researching individually selected projects that the company funds and supports • Driven the company’s phenomenal success in product and service innovation
  28. 28. HOW ARE THEY DIFFERENT?? • The World’s Largest Recruiting Budget • Google recruitment has a ratio of 1 recruiter for every 14 employees (14:1) • The Benefits Are Breathtaking • • • • Flexible hours Casual dressing Massage and yoga Can bring dogs to work, etc
  29. 29. CRITICISMS OF THE PROCESS & OUR TAKE • Placing more emphasis on education and background than on experience – criticism • Education is important but experience is equally important • According to the latest reports, the proportion of people without any college education at Google has increased over time - 14 percent of the team made up of people who’ve never gone to college • Ability to perform is completely unrelated to how you performed when you were in school, because the skills required are different • Different environment-actual workplace GPAs don’t predict anything about who is going to be a successful employee - Laszlo Bock, Google’s senior vice president for people operations
  30. 30. Innovations At Google
  31. 31. INNOVATION AND CREATIVITY • Google realized that to maintain its growth, the company had to come out with new products/features but the problem was how to convert ideas into a successful product • To overcome this problem google came up with a solution through a program called sparrow • In this program googlers can create web pages with their new ideas which in turn enabled everyone to test those ideas • After feasible and user friendly ideas were selected , they were brought up for discussion where the engineer whose idea was selected was given 10 minutes to present his idea • If he/she was successful in defending the idea , then it would be turned into a product with the project headed by the Googler who presented it. • In 2002 Google launched Google labs, which allowed the public to test and provide feedback to new product/technology, this helped the company to identify the bad ideas fast and discard them fast
  33. 33. 1. HAVE A MISSION THAT MATTERS • Work can be more than a job when it stands for something you care about. • Their mission is one that has the potential to touch many lives, and they make sure that all their employees feel connected to it and empowered to help achieve it. 2. THINK BIG BUT START SMALL • Google works on the principle that no matter how ambitious the plan, you have to roll up your sleeves and start somewhere • Google books, which has brought the content of millions of books online was an idea that LARRY PAGE had for a long time . People thought it was crazy even to try but he went ahead , began scanning pages and realized it would be possible to bring the world’s book online. 3. STRIVE FOR CONTINUAL INNOVATION, NOT INSTANT PERFECTION • Not many people remember that because they kept iterating and eventually reached the model they have today. And they’re still improving it • Their iterative process often teaches them invaluable lessons. Watching users ‘in the wild’ as they use their products is the best way to find out what works, then they can act on that feedback. • Iterating has served them well. They weren’t first to Search, but they were able to make progress in the market by working quickly, learning faster and taking their next steps based on data.
  34. 34. 4. LOOK FOR IDEAS EVERYWHERE • Some of the best ideas at Google are sparked just like that – when small groups of Googlers take a break on a random afternoon and start talking about things that excite them. 5. SHARE EVERYTHING • Our employees know pretty much everything that’s going on and why decisions are made. • By sharing everything, you encourage the discussion, exchange and reinterpretation of ideas, which can lead to unexpected and innovative outcomes. 6. SPARK WITH IMAGINATION, FUEL WITH DATA • In their fast-evolving market, it’s hard for people to know, or even imagine, what they want. That’s why they recruit people who believe the impossible can become a reality. • They try to encourage this type of blue-sky thinking through ‘20 percent time’ – a full day a week during which engineers can work on whatever they want.
  35. 35. 7. BE A PLATFORM • There is so much awe-inspiring innovation being driven by people all over the globe. That’s why they believe so strongly in the power of open technologies. • This openness helps to move the needle forward for everyone involved. • Google Earth, for example, allows developers to build ‘layers’ on top of their maps and share them with the world. 8. NEVER FAIL TO FAIL • Google is known for YOUTUBE, not Google Video Player. The thing is, people remember your hits more than your misses. It’s okay to fail as long as you learn from your mistakes and correct them fast. • Their growing Google workforce comes to them from all over the world, bringing with them vastly different experiences and backgrounds. A set of strong common principles for a company makes it possible for all its employees to work as one and move forward together. • They work on the principle to say ‘yes’ and resist a culture of ‘no’, accept the inevitability of failures, and continue iterating until we get things right.
  36. 36. Criticism of Google
  37. 37. LONG WORKING HOURS Google believes fresh graduates don’t have a life outside office Google tries to make it congenial for employees by providing them services like: laundry, health care, on site dental care, gym etc. Normal working hours are 10am – 6 pm but office goes along with employees through their mails and smartphones.
  38. 38. Recruitment policy Google is notorious for its hiring and recruitment procedures. It has been criticized for focusing on academic background and grades wherein experience and others factors have been given a backseat. Google is still primitive in it’s general approach of recruitment policy as compared to other organizations like Microsoft , apple etc.
  39. 39. Exploitation of Contract workers Ill treatment of contract workers. 30% of total recruitment on contractual basis Contractual workers are not given employee benefits , stock options and access to intranet and meetings etc. Regular v/s contractual employees
  40. 40. OFFICE ARRANGEMENTS Google believes that developers are, with few exceptions, interchangeable parts.  This philosophy shows through in their office arrangements which in Mountain View are all over the map. There are glass-walled offices, there are open-space areas, there are cubicles, there are people who’s desks are literally in hallways because there’s no room anywhere else. Google doesn’t seem to think that private offices are valuable for technical staff. They’re wrong.
  41. 41. WHERE IS HIERARCHY??? There are front-line developers, and then their manager.  Managers quasi-own products and their employees tend to work on their projects, but not always. conflict resolution between team members is very complex – the product’s manager isn’t involved day-to-day, probably doesn’t actually manage all of the peers who are trying to resolve a conflict, and likely hasn’t spent any time with their employees anyway. The overall structure is: Tons (a hundred or more) of individual contributors report to a middle manager who reports to a division V.P. who reports to the management team (Larry, Sergie, etc.)
  42. 42. Plans for career growth!!!! Not really. There is no career development plan from individual contributor to manager. Basically if you get good reviews, you get more money and a fancier title (“Senior Software Engineer II”) but that’s about it.
  43. 43. Decline in employee behavior and values Rising no. of disciplinary issues. Lack of mutual respect and recognition. Behavioral related problems due to lack of work life balance and work overload. Unproductive meetings due to lack of time discipline, casual attitude and arrogance.
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