Eric’s description of the Google
culture makes complete sense to me. There are too many organizations out there
searching for the ideal candidate, someone who fits the exact mold that they
have created. This could really hinder an organization from hiring incredible
people because it forces the organization to hire only people who fit the mold.
It also makes sense that he views his organization as one that doesn’t need to
be managed. In my experience, good employees will manage themselves and run the
day-to-day operations without needing too much guidance or structure. The
management team will essentially serve as coaches in the development of the employees
rather than supervisors. This does not work in every organization because not
every organization recruits and retains employees like Google does. They seem
to hire those who are driven and motivated to manage themselves.
It certainly takes courage to
implement this culture and point of view, especially in today’s workforce where
supervisor and managerial positions are plentiful. This could be for several
reasons, but it seems that managers are more active in their employees jobs
now, not just from a developmental standpoint but from an operational one. This
approach could backfire because employees could become too accustomed to not
having anyone watching over them, which could lead to decreased production,
lack of engagement on the manager’s part, and some employees not feeling valued
because of the lack of a connection between them and a leader. Again, it works
for Google because they hire the type that doesn’t mind it and actually thrive
in this atmosphere, but for those who need to be managed and engaged often it
wouldn’t work.
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