{"id":20841,"date":"2020-01-30T12:12:53","date_gmt":"2020-01-30T09:12:53","guid":{"rendered":"https:\/\/www.ibtdi.com\/?p=20841"},"modified":"2020-01-29T19:02:13","modified_gmt":"2020-01-29T16:02:13","slug":"google-secrets-in-effective-management","status":"publish","type":"post","link":"https:\/\/www.ibtdi.com\/en\/google-secrets-in-effective-management\/","title":{"rendered":"Google\u2019s Secrets to Effective Management"},"content":{"rendered":"

\"\u0646\u062a\u064a\u062c\u0629<\/p>\n

 <\/p>\n

Google is one of the world\u2019s most prominent, largest, and most successful companies. Its success is largely due to a smart, effective management style that has helped it succeed and made it <\/span><\/p>\n

one of the companies people aspire to join.<\/span><\/p>\n

In a recent talk, Google CEO Sundar Pichai revealed the keys to effective management that helped the tech giant achieve great success. <\/span><\/p>\n

\u0643\u0628\u064a\u0631\u060c \u0648\u0639\u0644\u0651\u0642 \u0642\u0627\u0626\u0644\u0627: “\u062f\u0639 \u0627\u0644\u0622\u062e\u0631\u064a\u0646 \u064a\u0646\u062c\u062d\u0648\u0646”.<\/span><\/p>\n

Google relies on several key tools that have helped it succeed\u2014and may help you succeed too. These include <\/span><\/p>\n

Make sure new managers receive training, gather employees\u2019 feedback on how work is progressing, and create work schedules that help organize <\/span><\/p>\n

time. Below is an overview of some of the tools Google uses to succeed, as discussed by Pichai and other senior executives at <\/span><\/p>\n

the tech giant. You may want to use some of them to help you succeed.<\/span><\/p>\n

.<\/p>\n

 <\/p><\/blockquote>\n

Manager evaluation survey<\/strong><\/span><\/h2>\n

\n

Google employees evaluate the managers they work with twice a year through a 13-question survey. The questions include whether<\/span><\/p>\n

employees agree or disagree with how their manager treats them, whether the manager respects them, and other questions such as what <\/span><\/p>\n

they would like to change about their manager, or what bothers them when working with them.<\/span><\/p>\n

These surveys are conducted confidentially, and managers receive feedback on their evaluations without knowing its source or the identity of the person who provided it. <\/span><\/p>\n

Google executives say that feedback managers receive through surveys is a focus for employees across the company, and managers try to use it to <\/span><\/p>\n

improve the way they work and address any problems.<\/span><\/p>\n

.<\/p>\n

Tailored training materials for managers<\/strong><\/span><\/h2>\n

\n

Google also explained that training materials are often prepared and designed to help managers transition from contributing roles to <\/span><\/p>\n

management and leadership roles.<\/span><\/p>\n

Anyone who has moved from an employee role to a managerial one knows that this transition requires a change in perspective on how we approach problems and crises, as well as <\/span><\/p>\n

a certain level of awareness and insight.<\/span><\/p>\n

These training materials include an easy-to-follow guide to help anyone \u0627\u0644\u0645\u062f\u064a\u0631\u064a\u0646 \u0627\u0644\u062c\u062f\u062f<\/a>, a book for new managers with interactive exercises, as well as some presentations that <\/span><\/p>\n

Google trainers use.<\/span><\/p>\n

.<\/p>\n

 <\/p><\/blockquote>\n

One-on-one meeting agenda<\/strong><\/span><\/h2>\n

\n

Senior managers at Google hold frequent one-on-one meetings with their direct reports. However, most leaders feel that one-on-ones <\/span><\/p>\n

are too frequent and lose focus because they\u2019re not well organized. To get the most out of these meetings while reducing stress, Google employees prepare a shared agenda <\/span><\/p>\n

\u0623\u0639\u0645\u0627\u0644 \u0645\u064f\u0634\u062a\u0631\u0643 \u0644\u0644\u0627\u062c\u062a\u0645\u0627\u0639\u0627\u062a \u0641\u064a \u0648\u0642\u062a \u0645\u0628\u0643\u0631\u060c \u064a\u0633\u0627\u0639\u062f\u0647\u0645 \u0639\u0644\u0649 \u062a\u0646\u0638\u064a\u0645 \u0627\u0644\u0648\u0642\u062a\u060c \u0648\u062a\u062d\u0642\u064a\u0642 \u0623\u0643\u0628\u0631 \u0627\u0633\u062a\u0641\u0627\u062f\u0629 \u0645\u0646 \u0627\u0644\u0627\u062c\u062a\u0645\u0627\u0639\u0627\u062a.\u00a0<\/span><\/p>\n

.<\/p>\n

Career conversations<\/strong><\/span><\/h2>\n

\n

Google\u2019s management analysis reveals that leaders at the tech giant put employees first and are committed to investing in them to help them achieve <\/span><\/p>\n

personal success and professional growth. That\u2019s why Google offers career conversations, which are divided into four main sections:<\/span><\/p>\n

\u0627\u0644\u0647\u062f\u0641:<\/span> What do you want? Identify what the team member truly wants from their career.<\/span><\/p>\n

\u0627\u0644\u0648\u0627\u0642\u0639:<\/span> What\u2019s happening now? Help team members understand their current roles and the skills that can help them achieve what they want.<\/span><\/p>\n

\u0627\u0644\u062e\u064a\u0627\u0631\u0627\u062a:<\/span> What could you do? Create multiple options to turn your goal into reality.<\/span><\/p>\n

\u0627\u0644\u0645\u0633\u062a\u0642\u0628\u0644:<\/span> What will you do? Identify achievable steps and how to turn a dream into reality.<\/span><\/p>\n

.<\/p>\n

Defining the importance of goals<\/strong><\/span><\/h2>\n

\n

To promote employee well-being and help employees create a healthy work-life balance, Google uses a worksheet that helps employees identify <\/span><\/p>\n

their goals precisely and understand their impact on individual well-being.<\/span><\/p>\n

\u00a0\u064a\u0642\u0648\u0644 \u0627\u0644\u0645\u0633\u0624\u0648\u0644\u0648\u0646 \u0641\u064a \u062c\u0648\u062c\u0644 \u0625\u0646 \u0627\u0644\u0645\u062f\u064a\u0631\u064a\u0646 \u0628\u0625\u0645\u0643\u0627\u0646\u0647\u0645 \u062a\u0634\u062c\u064a\u0639 \u0628\u0627\u0642\u064a \u0623\u0639\u0636\u0627\u0621 \u0627\u0644\u0641\u0631\u064a\u0642 \u0639\u0644\u0649 \u0634\u0631\u062d \u0648\u062a\u0648\u0636\u064a\u062d \u0643\u064a\u0641 \u064a\u0645\u0643\u0646 \u0623\u0646 \u064a\u0633\u0627\u0639\u062f \u062a\u062d\u0642\u064a\u0642 \u0647\u062f\u0641 \u0645\u064f\u0639\u064a\u0646 \u0633\u0648\u0627\u0621 \u0643\u0627\u0646<\/span><\/p>\n

how it has not affected them negatively. The goal then becomes part of a set of goals for which the manager is held accountable, <\/span><\/p>\n

alongside the manager\u2019s other responsibilities.<\/span><\/p>","protected":false},"excerpt":{"rendered":"

  \u062a\u0639\u062a\u0628\u0631 \u0634\u0631\u0643\u0629 \u062c\u0648\u062c\u0644 \u0645\u0646 \u0623\u0647\u0645 \u0627\u0644\u0634\u0631\u0643\u0627\u062a \u0648\u0623\u0643\u0628\u0631\u0647\u0627 \u0648\u0623\u0643\u062b\u0631\u0647\u0627 \u0646\u062c\u0627\u062d\u064b\u0627 \u0641\u064a \u0627\u0644\u0639\u0627\u0644\u0645\u060c \u0648\u064a\u0631\u062c\u0639 \u0630\u0644\u0643 \u0625\u0644\u0649 \u0627\u062a\u0628\u0627\u0639\u0647\u0627 \u0646\u0645\u0637 \u0625\u062f\u0627\u0631\u0629 \u0630\u0643\u064a\u0627 \u0648\u0641\u0639\u0627\u0644\u0627\u060c \u0633\u0645\u062d \u0644\u0647\u0627 \u0628\u062a\u062d\u0642\u064a\u0642 \u0627\u0644\u0646\u062c\u0627\u062d\u060c \u0648\u062d\u0648\u0644\u0647\u0627 \u0625\u0644\u0649 [\u2026]<\/span><\/p>\n","protected":false},"author":3,"featured_media":20842,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_ibtdi_aa_focus_keyword":"","_ibtdi_aa_secondary_keywords":"","_ibtdi_aa_audience":"","_ibtdi_aa_tone":"","_ibtdi_aa_summary":"","_ibtdi_aa_reviewer_name":"","_ibtdi_aa_reviewer_bio":"","_ibtdi_aa_reviewer_url":"","_ibtdi_aa_reviewed_date":"","_ibtdi_aa_service_id":"","_ibtdi_aa_related_ids":"","_ibtdi_aa_human_reviewed":"","_ibtdi_aa_disable":"","_ibtdi_aa_disable_links":"","_ibtdi_aa_sources":"","_ibtdi_aa_update_notes":"","footnotes":""},"categories":[491],"tags":[4908,11813,20683,20680,1034,20681,20682],"class_list":["post-20841","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-491","tag-4908","tag-11813","tag-20683","tag-20680","tag-1034","tag-20681","tag-20682"],"_links":{"self":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/posts\/20841","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/comments?post=20841"}],"version-history":[{"count":0,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/posts\/20841\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/media\/20842"}],"wp:attachment":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/media?parent=20841"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/categories?post=20841"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/tags?post=20841"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}