Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead Paperback – 7 April 2015
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Spectacular (Susan Cain, author of Quiet)
Find a job you love and you'll never have to work another day in your life. Laszlo Bock, Google's senior Vice President of People Operations goes one better - improve the workplace you're in so that going to work is an enjoyable experience. Any business, big or small, local or international, can make these changes (Wired)
Captivating and inspiring (Huffington Post)
Lean In for every manager (Library Journal)
A remarkable book that reveals the secrets of becoming a talent powerhouse (Daniel Pink, author of Drive and To Sell is Human)
Clearly written, evidence-based, with practical guidance and a cogent underlying philosophy, Work Rules! needs to rule the world of work (Jeffrey Pfeffer, author of Power)
A window into Google's approach to management (The Times)
The real genius of this book is in busting myths about why Google works . . . the most important HR book of the year (CIPD)
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This book would also be interesting to anyone that is involved in an interviewing process (chapters 3, 4 and 5) or an employee review process (chapter 7). i.e. most professionals at some point in their career and I will be using the lessons from this book in my next interview process and I’m sure I will have a better chance of hiring a better candidate because of it.
Here’s what I took from the book
• Google fosters an environment where work is meaningful and employees and their families are looked after.
• Linking emotion and moral motivation to employees’ roles can radically improve performance
• Recruiting in the typical way will result in average hires and average performance
• The highest return on time and money is investing in your recruitment process to hire better people. Spend a disproportionate amount of money finding and hiring great people.
• Hiring bad people requires significant resources to coach or extricate them from the business
• Hiring exclusively for smarts is also not the correct approach. You will miss out on many valuable people.
• Academic performance doesn’t predict job performance for more than the first few years in a job after university
• Your existing employees are a very useful way of finding new employees through referrals and referencing.
• Research shows that interviewers often make a decision on a candidate within the first seconds of an interview
• Interviews are a terrible leading indicator of performance. Studies show that unstructured interviews explain 14% of performance vs work experience (3%), work sample test (29%), general cognitive ability (26%) and structured interviews (26%)
• Use a standardised list of questions to create a styructured interview and improve your chances of success.
• Incremental interviews show diminishing returns for predicting performance. 4 interviews is a good number
• Google has a few key rules for hiring people:
o Set a high bar for quality. Hire people that are better than you. Never compromise
o Find your own candidates and don’t rely on headhunters
o Assess candidates objectively using structured interviews, references etc
o Sell yourself effectively to candidates
• Google give employees 20% of their time to work on individual projects
• Men often have higher salaries than their female counterparts because they are more likely to ask for a raise
• Use data extensively by collecting feedback and using this feedback to predict problems before they happen
• Conduct feedback sessions and pay review sessions separately
On feedback and remuneration
• Conduct feedback sessions and pay review sessions separately
• Most companies don’t pay their best people enough because they don’t understand how valuable they are
• Pay your top people very well
I really enjoyed it, although you might not buy into everything, it is set out clearly, persuasively, in a fun and balanced way. My main problem with the book was that it was so relentlessly upbeat and positive, that I felt the need for something a bit more acerbic to balance out the syrupy sentiments. Accordingly I read this as a double act with Throwing Rocks at the Google Bus, and found it an engaging and informative duo.
Clearly not everyone will want to read a book of this length about human resources management, but there is a wealth of insight and innovation here demonstrating that HR need not be the dismal cul de sac where nice but useless folk end up.
Top international reviews
I will recommend "How Google Works" by Eric Schmidt
One of the most interesting thing about this book is that Laszlo has done a good job in conveying management tips by using real examples from Google. I was smiling most of the time while reading the book because I was able to relate to many things that goes in companies. Read it, I bet you will love it :-).
The reading goes smoothly and it's staggering to see how different is Google approach from the ones I experienced in more 10 years spent in incumbent tier-1 telco blues chip R&D units.
my friends Ericsson&Co, please shake yourself up and turn lean. Google rules not only work but they do it at faster pace.
After Chapter 2, I was saying to myself "I am on my good way to create the "Google of Goals" and seems like I need Laszlo's help". After reading the entire book, I am convinced that Laszlo-like is the specific A-Team person whom I wish to hunt down to do my impossible project (not unlike Google like) and the book provided me with the recruiting idea to experiment with this review.
What's my app project gotta do with the book review? In brief and along review lines of the book: using the power of the web, algorithm, freedom and love to deliver each unique personal truth to every individuals who wants it or unknowingly wants it. It is like providing unconditional love or perpetual freedom to every child, especially those at risk of being scared subconsciously now and for their future adult life. It is the maxim of prevention better than cure sort of productivity. The cure or mere containment of adults' mental conditions or/plus emotional turmoils are significantly costlier than an alternative preventive solutions. I do not have the facts on how costlier it is. Googlers have the "Google machine" and if Googlers do the Google-maths, I won't be surprised if Googler-Laszlo finds the cost itself tally up to an astronomical figure, just USA country alone. Visualize the cost of the world, for example. And these costs are growing still. The astronomical" unproductive cost itself justify our best shot at this unproductive "demons"? Review-wise, this book provided me the ideas and insights to hunt down the most matching A-Teamates. It also provides a sort of ready-blueprint for my future start-up scaling and sustainability.
Great insightful book, by the way. Reading this lengthy book does not seem long at all. It will be even more amazingly insightful if Laszlo and I connect thereafter. The feelings are likely mutual - the sort "who is this guy and when do we meet" - honestly and humbly. Hope to moon shoot with Googler-Laszlo, sincerely. Viva to Lazlo's book, for it inspire me to write this review as part of experiment with innovative reverse-recruitment drive.
[LOL subnote1: Years or moon later," Laszlo-likes" can perhaps tell Larry or Sergey that he found me because of his book, through the book review "recruiting channel" - another amazing way to find the right talent for Googles. LOL indeed, but please "make my day" - contact me! My email is amigoals at gmail, one and only].
[LOL subnote2: My moon-shoot-project win-win proposition's to Laszlo-like is that it also has the charm of leveraging on Laslo's superb deep-dive-humanity-talent and passion in People Operation. It is like doing a "mega life changing engineering project" within People Operation, where the core is human, love, making people happier etc. Can you imagine an app that playfully delivers the amazing unconditional love to the poor orphans of the world?]
Great learning wherein even if 10% is applied across will create wonders .
Must read for hr people.