Gossip experiences-creating a google atmosphere

If you still can't go to google, it's better to get rid of the Internet than Linyuan's envy and envy the relaxed and casual atmosphere of google. Why do you have to stand there and drool without acting, create such an atmosphere by yourself.

Previous Article: gossip-no google

 

When I received the team, I encountered a cold atmosphere in the team, and the activity between the teams was not high. I was not willing to show that I was willing to contribute my talents to create better products. I just did it according to my work schedule, lack of motivation to take the initiative to think.

 1. Reduce "value" and increase affinity

He has taken the initiative to lower the value of himself and his/her own leaders. In good faith, He ridiculed himself and the relevant leaders and told everyone that the leaders are not high-performing people. He can make a good joke and draw closer his/her intimacy with the employees. At that time, I wrote many articles similar to novels, explained the business, and ridiculed some leaders.

Let everyone know that leaders are like this. A lively and interesting person, instead of a dull person, can communicate with each other. In this way, everyone is willing to chat with me and tell me the problem.

 

2. Inform leaders of their responsibilities

The responsibilities of leaders are to help them improve their performance and fulfill the company's performance. Because most of the performance of a leader depends on the team, rather than the leadership. Like the provider of water and electric, a leader has no special position as a leader. It is just a job in the company's organizational structure, just like everyone else. He is the coordinator and the problem coordinator.

While bringing the problem closer to the employee, let the employee understand that when there is a problem and the employee needs help, he can find the lead instead of taking it on his own, or conceal it, and wait for the problem to pass. A leader is responsible for handling these things. When something occurs, you can naturally find a leader.

 

3. Tell Fault Tolerance bottom line

When an employee makes a mistake, it is not his/her responsibility, because the accusation does not help. At that time, he/she had to work with the employee to find a solution to the problem. At the same time, analyze the problem and sort out the process so that the same river will not be merged in the future. In the end, it is to analyze the problem severity with employees and improve employees' awareness of prevention and responsibility.

Inform employees that the bottom line of your fault tolerance is not that you have made a mistake, but that you have made a wrong attitude. In addition, the employee is told that his attitude towards the problem is to work with the employee to solve the problem, analyze the problem, and summarize the problem. Instead of accountability and punishment.

After completing the previous steps, we started a large-scale atmosphere activity plan.

4. Reservoir

First, share the knowledge points you know. The PPT should be as easy and pleasant as possible. Because it is internal sharing, it does not need to be too formal, so that you can learn more about the overall cultural atmosphere of the Department, in addition, when employees share data, the stress is relatively low. After several times of sharing, I discovered the capabilities of employees, encouraged them to share their knowledge, and gave guidance and suggestions during sharing. After several times, someone has already actively engaged in knowledge sharing. At this time, the technology sharing atmosphere has become active.

At that time, this activity was called a reservoir plan. Everyone stored water in the pool, and our overall level would rise and rise.

 

5. google plan

Implementing the google program in the group allows you to explore out-of-work technologies. At the beginning, the technology was not limited, and the direction was not limited, but the effect was not good. Later, I began to explore technical explorations related to improving efficiency and the future of work, such as plug-in development, automated script research, and business relevance exploration. It is found that the overall effect is good, because the content of the exploration can be fed back and can be applied, it can greatly inspire the employee's mentality and enhance the employee's sense of honor. At the same time, it also gives employees a sense of pride and can enhance the goal of producing products with higher and better quality.

Google plans to spend half a day every five afternoons every week for research. In fact, this is a half day on Friday, but everyone will take up their own time to explore and develop.

6. Employee considerations

From the perspective of employees, you can think about and think about things in the interests of employees. In addition, only in this way can we truly stay close to our employees and stay with them. For example, if the company's R & D process is from the perspective of leadership, it requires employees to implement it. When they really think about it from the perspective of employees and practice, they will find a lot of unreasonable problems. Then we need to crop and adjust the company's R & D process to make a system that employees are really willing to execute.

 

7. The feedback is king.

After the above is done, the result is better. It is the task of the leader. When the command is issued, it will not be a superficial phenomenon, but a direct counterargument in person, I gave my opinion in person. The leader can learn in advance about the rationality of the tasks assigned by him or the unreasonable arrangements. Those are just what you think. You can also find out whether your goals are consistent and whether your intentions are clearly expressed.

With positive feedback, we can make reasonable and effective arrangements for all things and work.