How Does Your Company Become Admired Like Google?

When the big 3 came out this year with the most admired companies in America, guess what, Google was either #1 or in the top 5. So how did it get there and what can you do to get your company in the Fortune, Workforce, Best Places To Work list? Here are some helpful hints and surely you need to read Workforce Management's article on Google and their top HR executive Laszlo Bock. He comments that " if you took out all the dogs and cafes, the culture would remain". That is the most important element.

You as a change agent need to take a good hard look at your culture to determine is it appropriate for your business today rather than some historical remnant from your past successes. Laszlo's main argument for success is that you explain what you are doing or trying to do, employees will be far more engaged and aligned with your business objectives than they would at any company where you simply tell them what to do.

I moved to Atlanta to help change an ailing business at the request of the CEO of the parent. Change the culture and make an impact I was told, I have to put my best employees where they are needed most he said. It was for that challenge and opportunity why I moved here to make change happen. We told employees what to do rather than getting their buy-in and explaining it in detail. So what did they understand about us or the business, virtually nothing. Further, once they understood it put into better prospective how are where their particular job fit in. It took some time and a couple of local presidents but we did change the culture and the business began to thrive as it still is today in a very competitive market.

Don't tell me or your peers that this won't work at your company. You need to provide the following elements for employees to thrive, Google does this and we incorporated these pieces into the business I managed:

• freedom;
• respect;
• connect emotionally to employees;
• leverage assets;
• allow employees to thrive by not over managing them;
• set the stage for powerful communication then communicate, communicate, communicate on levels employees will understand, not HR or corporate speak;
• provide guidance to their core position/job, and tell them if you can do this better, faster, smarter, "just do it" and make sure it is integrated into the way you run your business
• provide a venue for freedom to speak;
• provide a constant flow of information about the business, market, competition so they understand fully the playing field.

If you look back on the posts over the last several months, the consistent theme is leadership, talent, how to sit at the table and be heard, and make an impact. If Google wants to continue to be as successful as it has been, no matter who heads the HR group these elements will stay in place and as keepers of the culture, will continue to nurture this type of environment.

Your comments and suggestions are important to me and readers of this blog, please send me your comments to wgstevens2@gmail.com