From the visionary head of Google's innovative People Operations - a groundbreaking inquiry into the philosophy of work and a blueprint for attracting the most spectacular talent to your business and ensuring the best and brightest succeed.
"We spend more time working than doing anything else in life. It's not right that the experience of work should be so demotivating and dehumanizing." So says Laszlo Bock, head of People Operations at the company that transformed how the world interacts with knowledge. This insight is the heart of Work Rules!, a compelling and surprisingly playful manifesto with the potential to change how we work and live.
Drawing on the latest research in behavioral economics and with a profound grasp of human psychology, Bock also provides teaching examples from a range of industries - including companies that are household names but hideous places to work and little-known companies that achieve spectacular results by valuing and listening to their employees. Bock takes us inside one of history's most explosively successful businesses to reveal why Google is consistently rated one of the best places to work in the world, distilling 15 years of intensive worker R&D into delightfully counterintuitive principles that are easy to put into action whether you're a team of one or a team of thousands.
Cleaving the knot of conventional management, some lessons from Work Rules! include:
Work Rules! shows how to strike a balance between creativity and structure, leading to success you can measure in quality of life as well as market share. Read it to build a better company from within rather than from above; read it to reawaken your joy in what you do.
PLEASE NOTE: When you purchase this title, the accompanying reference material will be available in your My Library section along with the audio.
©2015 Laszlo Bock (P)2015 Hachette Audio
"A human resource professional and natural-sounding speaker, [Bock] delivers his book with a combination of boyish wonder and a matter-of-fact conviction." (AudioFile)
Overall Works Rules! offers insights into why Google is exceptionally difficult to enter as an employee and some reasons why being a Google employee is desirable.
Work Rules! is a multifaceted work and could have easily been several thousand pages or spanned a full college course.
One topic discussed: Laszlo disclosed that Google created a sophisticated screening and recruiting system which requires vast amounts of resources and and executives for every new hire.
Google doesn't let functional managers make decisions on who to hire, fire or promote but has adopted a panelling system with the understanding that each panel member provides a unique frame of reference. Laszlo also added reasons as to why hiring only the best people is worth the extra burden.
Without boring you further: Read/Listen to Work Rules!
Help shatter outdated paradigms, Recognize People as People, that unfair is fair and that "Culture eats strategy for lunch"
Pretty accurate depiction of how work culture was at Google, both the good and the bad.
I've experienced both the failures and successes of the People Operations team, and witnessed the data/experimentation driven approach to continually improving the workplace to be an interesting and meaningful place. A good listen for anyone interested in the answer to "Why is Google seen as a great place to work?"
My eventual departure was unrelated to culture (I'll be back in a heartbeat if I need stable work).
I would recommend this book to anybody in HR who wants to understand how Google became a destination for the highest level of talent. It's incredibly insightful and provides a framework that can be applied to almost any organization.
I somewhat interesting story, but after a while I can't tell what more annoying, Lazlo's voice, or the sense of perfectionism that dominates his tone, as if everything Google does is perfect and right(eous). It remind me of that guy/gal whom can't stop talking about how good they are, while everyone else stands around and metaphorically roles their eyes. I got through a quarter of the book and just didn't care to hear anymore. I could see Lazlo as that hovering parent near the sandbox making sure his kids get the most out of their sandbox experience.
Also a note to authors' who narrate their own audibles- particularly those of the autobiographical nature. I suggest an alternate path. Go with a pro. It just sounds better.
I look for books that include ideas I have heard before and keep you going past the introduction. This one delivers.
It's a little too positive on Google. A bit of an infomercial. But that's expected. You can use these ideas whatever company or industry you're in.
Worth relistening ,notetaking, studying it!!!
Laszlo Bock must be a really good down to earth person ,
with strategic thinking, worh ethic ,
who constantly tries to get the most from himself!!
From this book and on ...I personally trust him!!
Thanks for sharing
I came into this book with some serious doubt. I don't revere Google like many in the industry. I've heard the horror stories about their interview process and their arrogance at "only hiring the best". But, I wanted to understand their perspective and pluck specific ideas out to try in my own organization.
It's fair to say that this book has shifted my view of Google a bit. They really seem to care about their employees and the processes they put in place to help them succeed. They try something in an experiment, gather data, then change based on the result. Their massive size allows them to do some pretty incredible experiments with processes.
I'll definitely be looking into developing a Review Process Calibration Step, Employee Baseline Survey, and Simpler Individual Reviews.
Even though a huge amount of this book talks about data, there were some strange data-less assertions. The strangest was that you should have your top-performers train the rest of the people performing that role. I'm sure that top-performers probably have some insights into how to do well at that role, but training is a separate skillset. I don't think it's far to simply assert that having them train others will be an effective use of time.
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