Work Rules! Insights from Inside Google That Will Transform How You Live and Lead – Laszlo Bock

Here are my comments on the book:

How did Google become the company that it is today? Laszlo Bock, Senior VP of operations at Google, states that a lot of it has to do with their policies on hiring, firing and keeping their employees happy. There’s a reason why Google has been consistently listed as one of the best places to work at; a happy worker is a productive worker. This is a company that all workplaces should listen to when it comes to employing and managing its people. Points taken away are:


1. Give ownership and freedom to your employees to make a difference within the company in their own way; no one likes to be told consistently what is to be done.Talented people are attracted to Google because we empower them to change the world; Google has large computational resources and distribution that enables individuals to make a difference. Our main benefit is a workplace with important projects, where employees can contribute and grow.


2. Spend extra to hire; this isn’t something to cheap out on as it’ll pay in the long run.At Google, we front-load our people investment. This means the majority of our time and money spent on people is invested in attracting, assessing, and cultivating new hires. We spend more than twice as much on recruiting, as a percentage of our people budget, as an average company. If we are better able to select people up front, that means we have less work to do with them once they are hired.


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3. Keep an eye on your best and worst performers, don’t just fire the worst and reward the best.What most organizations miss is that people in the bottom tail represent the biggest opportunity to improve performance in your company, and the top tail will teach you exactly how to realize that opportunity.


4. Compensate accordingly. If someone produces 10x the value of the average, why wouldn’t you compensate them 10x the average?At Google, we do have situations where two people doing the same work can have a hundred times difference in their impact, and in their rewards. For example, there have been situations where one person received a stock award of $10,000 and another working in the same area received $1,000,000.

By Ryan Lee


My rating:
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Check out the book here:
Amazon USA
Amazon Canada
Amazon UK

Thank you for reading! Please comment below on which point resonated with you the most or if you have a story to share. If not, please leave a comment below about a book that you’re currently reading or a book that you suggest and your takeaways from it as I’d love to read your comments! Please join my Facebook group here follow my Twitter here like the post, or share it.


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