GOOGLE cultural officer: a symbolic victory of the Web gold rush

Undoubtedly, Google has taken the pulse of the times, making Web search more attractive and profitable. It builds the foundation of an industry chain that allows any unknown website to make money by making use of advertisements. Google has become a cultural icon and a symbol of the Web gold rush.
    
Google was named as the best company in the United States by Fortune magazine. At the same time, as the most popular site, Google has made itself a new vertex. Even Google is used as a verb in some dictionaries. In addition, Google has opened up a new trend by creating a post called "chief cultural officer. Stacy Savides Sullivan is in this position. Its mission is very simple: to keep Google's unique culture and make employees happy. According to Sullivan, in an exclusive interview, she revealed how she did this.
When asked how long it took for Sullivan to take over the role, she replied: I worked last summer. In addition to the chief cultural officer, I am also responsible for human resources. When asked about her role as chief cultural officer, she said: I work closely with employees around the world to find ways to maintain, strengthen, and develop our culture, as well as ways to keep our core value at first, there is no strict collaboration environment. We hope that all employees will be involved in the program to maintain our culture and develop our culture. When employees have problems, they can quickly communicate with them, set up a website so that employees can report cultural vulnerabilities and propose solutions to the problems. When she explains to reporters how to make a company with 12000 employees "flat "? What are the characteristics of Google culture? I think Google's culture is characterized by team-oriented, collaborative, and innovative thinking that encourages employees. When asked about the challenges she faces at work, which of the following is related to stimulating the growth of Google? Answer: I think the most difficult thing is to hire suitable employees. When she was asked who set up the position as chief cultural officer, she said: the founders of Google, Boulin and page, put forward this suggestion last summer.
When Sullivan was asked about the response strategy when a large number of employees were about to leave after executing all the options four years later, he said: there were employees who had been working for four years last year and this year, we are paying close attention to this issue. We will ask what kind of work he is doing? Are you not interested in your work? If the answer is no, we will ask them what will make them happier, therefore, we are trying personalized solutions because, for many people, increasing salaries or adding options is not a key reason to keep them in Google. We are very concerned about this issue and will continue to pay attention to it.