The title of "People Operations" replaces "Human Resources" at Google. The innovative leaders in that department appear to have a different take on the human condition in the workplace than most in corporate America. So it seemed appropriate to take notice of Google this Labor Day – a company known for its value of human capital, thus setting the stage for innovation and brilliance. The inevitable outcome - their strategy becomes a tool of attracting and retaining skilled talent.
We've heard about the free food, rides to work and the complimentary massages that are offered, and in a feature segment on Google which aired on CBS Sunday Morning, we got an inside look at the corporation. It's one which has wowed Wall Street and raised questions about the stereotypical treatment and attitude toward employees in corporate America which is all too often…
"Hey you're lucky you have a job. So – work hard and you can keep it."
Google turns 10 years old next week and is still an employer of choice. Employee perks might be a tool to foster loyalty, but it's also a vehicle to free up a worker to hit the computer when it's more convenient for them to do so. In essence, Google gives its employees permission to be brilliant.
It's really common sense. Anything like those massages, being able to hit the volleyball court in mid-day or just taking a nap; help cultivate resilience. That release and relaxation feeds an inner warehouse of energy. Workers can then tap that inner stillness for those sudden pangs of brilliance - which lead to long sessions of creativity and innovation.
When employees are given the freedom to work when they want, how they want, and in the time increments that simply make them happier at work – their likely to be more productive. Furthermore, that flexibility – especially on Google's campus, acts as an engine for growth, innovation and new ideas to be birthed right there on Google's lot.
The freedom to work at-will can only increase productivity and a better morale at work. With accountability guidelines in place and goal setting monitored- it's a win-win for both company chiefs to score on the bottom-line, and the cogs in the wheel to churn out brilliance.
