Very few companies evaluate performance linearly, let alone bottom up. So, calibrate the numbers across similar cohorts. Plus, the expectations and ratings are often times uncalibrated. Managers are prone to cognitive biases such as recency and confirmation bias. People hate performance reviews because they’re not always realistic.Ĭonsider evaluating performance on everyday basis rather than doing so once a year. When it comes to personal growth, intrinsic motives are hard to beat.
Find ways for people to shape their work and the company.Įxtrinsic motivators can shut down willingness to learn and grow. Make decisions based on data, not management opinions. Role related knowledge (by far the least important attribute). Googliness (have fun, intellectual humor and humility). General cognitive ability (smart people can learn and adapt). US Dept of VA has excellent sample questions: Ĥ distinctive attributes that predict candidate potential at Google You are not counting the number of windows in New York City at Google, which is why Google give much more weight to performance-based questions and hands-on assessments than brain teasers. Google built their own G-hire software network system to hire their own candidates, instead of paying recruiters on ongoing basis.īrain teasers don’t seem to work. Form a hiring committee with members from different departments to form an unbiased opinion. You should not give hiring managers sole authority to hire on their own. Google averages candidate scorecards because community makes better decisions. Google has found the optimum number of interviews is 4, and the average hiring time is 6 weeks. It’s better off holding your position until someone who raises the bar comes along. Pour substantial resources into your hiring process because even Google struggles in this department. The difference between average and exceptional is profound. The top-notch candidates rarely exist because they aren’t looking for an easy change. It’s important to think your job as a calling to rule your work. A calling (to fulfill life and enjoyment). 
By digging deeper into underlying assumptions behind those beliefs and values.
By surveying beliefs and values of team members.By looking at its artifacts such as physical spaces and behaviors.You can understand a group culture in 3 ways. You might not be giving enough freedom and responsibility until you’re nervous. Everyone is expected to think and act like a founder, which means taking full responsibility for one’s actions.
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