Work Rules! Quotes

“I2P frente a una pizarra blanca en una pequeña sala de conferencias.» Desde entonces más de doscientos googlers han asistido a la clase de Albert. De hecho, uno de sus antiguos alumnos utilizó lo que aprendieron para ayudar a los googlers a concertar citas en la empresa para recibir de forma gratuita la vacuna contra la gripe, lo cual contribuyó a que miles de googlers más la recibieran. Y como por cada vacuna en la empresa donamos otra vacuna contra la meningitis o la neumonía a niños de países en vías de desarrollo, la nueva herramienta también hizo que miles de niños más recibieran vacunas.151”
― Laszlo Bock, La nueva fórmula del trabajo: Revelaciones de Google que cambiarán su forma de vivir y liderar

“I2P frente a una pizarra blanca en una pequeña sala de conferencias.» Desde entonces más de doscientos googlers han asistido a la clase de Albert. De hecho, uno de sus antiguos alumnos utilizó lo que aprendieron para ayudar a los googlers a concertar citas en la empresa para recibir de forma gratuita la vacuna contra la gripe, lo cual contribuyó a que miles de googlers más la recibieran. Y como por cada vacuna en la empresa donamos otra vacuna contra la meningitis o la neumonía a niños de países en vías de desarrollo, la nueva herramienta también hizo que miles de niños más recibieran vacunas.”
― Laszlo Bock, La nueva fórmula del trabajo: Revelaciones de Google que cambiarán su forma de vivir y liderar

“Conciencia cuerpo-mente. Amy Colvin, una de nuestras masajistas, da una clase de treinta minutos que consiste en una docena de movimientos de qigong (práctica china relacionada con el taichi) seguidos de meditación en posición sentada. El curso se imparte en dieciséis ciudades del mundo, a menudo por el departamento Hangout. «Ser consciente de lo que necesita mi cuerpo físico mientras mi cerebro está ocupado codificando me ha ayudado a reducir en gran medida el estrés, a no agotarme y a disfrutar de mi trabajo.»”
― Laszlo Bock, La nueva fórmula del trabajo: Revelaciones de Google que cambiarán su forma de vivir y liderar

“Pero puede que no desee que su mejor vendedor se ponga a enseñar. Después de todo, ¿no debería dedicarse solo a vender? Le diría que es un error porque el desempeño individual aumenta linealmente, mientras que la enseñanza aumenta geométricamente.”
― Laszlo Bock, La nueva fórmula del trabajo: Revelaciones de Google que cambiarán su forma de vivir y liderar

“Los ocho atributos del Proyecto Oxígeno   1. Ser un buen entrenador. 2. Dar poder al equipo y no microgestionar. 3. Expresar interés/preocupación por el éxito y bienestar personal de los miembros del equipo. 4. Ser muy productivo/orientado a resultados. 5. Ser un buen comunicador —escuchar y compartir información. 6. Ayudar al equipo en el desarrollo profesional. 7. Tener una visión/estrategia clara para el equipo. 8. Tener importantes competencias técnicas que contribuyan a asesorar al equipo.”
― Laszlo Bock, La nueva fórmula del trabajo: Revelaciones de Google que cambiarán su forma de vivir y liderar

“Los equipos que trabajaban para los mejores directivos también funcionaban mejor y presentaban menor rotación de personal. De hecho, la calidad del jefe era el único y mejor indicador para saber si los empleados se quedarían o se marcharían, corroborando el dicho de que la gente no deja empresas, deja a los malos gerentes.”
― Laszlo Bock, La nueva fórmula del trabajo: Revelaciones de Google que cambiarán su forma de vivir y liderar

“Proyecto Oxígeno, porque «tener un buen directivo es tan esencial como respirar. Y si conseguimos que mejoren, sería como recibir una bocanada de aire fresco».”
― Laszlo Bock, La nueva fórmula del trabajo: Revelaciones de Google que cambiarán su forma de vivir y liderar

“Aunque usted forme parte de una pequeña empresa, conseguirá mejores resultados y empleados más contentos si las evaluaciones se basan en discusiones de grupo en lugar de en los caprichos de un único responsable.”
― Laszlo Bock, La nueva fórmula del trabajo: Revelaciones de Google que cambiarán su forma de vivir y liderar

“El error que cometen los líderes es que gestionan demasiado. Como escribió Olivier Serrat, del Banco de Desarrollo de Asia, «La microgestión es una mala gestión… [L]as personas microgestionan para aliviar su ansiedad con respecto al desempeño de la organización: se sienten mejor si dirigen y controlan continuamente las acciones de los demás —en el fondo todo eso pone de manifiesto su inseguridad emocional—. Ofrece a los microgestores la ilusión de control (utilidad).”
― Laszlo Bock, La nueva fórmula del trabajo: Revelaciones de Google que cambiarán su forma de vivir y liderar

“Cuando en 2011 introdujimos un programa de remuneración diferida (el Fondo de Inversión Gestionado por Google) que permite a los googlers invertir el dinero de sus incentivos en nuestro departamento financiero, decidimos hacerlo accesible a todo el mundo en lugar de solo para los altos ejecutivos, a diferencia de lo que hacen la mayoría de empresas. En Europa, donde es habitual que los directivos reciban suplementos para el automóvil, se los ofrecimos a todos los empleados y neutralizamos el coste de esa oferta limitando el volumen de las primas que recibían nuestros más altos ejecutivos. Hubo quejas pero era más importante ser integradores que adaptarnos a las prácticas de la industria.”
― Laszlo Bock, La nueva fórmula del trabajo: Revelaciones de Google que cambiarán su forma de vivir y liderar

“Having workers meet the people they are helping is the greatest motivator, even if they only meet for a few minutes. It imbues one’s work with a significance that transcends careerism or money.”
― Laszlo Bock, Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead

“What’s a manager to do without these traditional sticks and carrots? The only thing that’s left. “Managers serve the team,”
― Laszlo Bock, Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead

“Here is a sample of the decisions managers at Google cannot make unilaterally: Whom to hire Whom to fire How someone’s performance is rated How much of a salary increase, bonus, or stock grant to give someone Who is selected to win an award for great management Whom to promote”
― Laszlo Bock, Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead

“Yet our management practices remain mired in the mindset of Edwards and of Frederick Winslow Taylor, who told Congress in 1912 that management needs to tightly control workers, who were too feeble-minded to think for themselves:   I can say, without the slightest hesitation, that the science of handling pig iron is so great that the man who is … physically able to handle pig iron and is sufficiently phlegmatic and stupid to choose this for his occupation is rarely able to comprehend the science of handling pig iron.”
― Laszlo Bock, Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead

“Some organizations will declare defeat, pointing to the smallest backsliding as evidence that people can’t be trusted, that employees need rules and oversight to force them to serve the company. “We tried it this way,” they’ll declare, “and look where it got us. Employees got mad, or wasted money, or wasted my time.”
― Laszlo Bock, Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead

“People entered the debate believing Tibet was part of China or believing it wasn’t, and exited the debate the same way. People thought this was either free speech or appalling insensitivity, and they thought so at the outset and at the end. Eventually, the rate at which people were commenting slowed and the thread limped to a close.”
― Laszlo Bock, Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead

“Entitlement, the creeping belief that just because you receive something you deserve it, is another risk in our approach. In a sense it’s unavoidable. We are biologically and psychologically inclined to habituate to new experiences. People quickly become accustomed to what is being offered, and it becomes a baseline expectation rather than something wonderful and delightful. This can create a spiral of increasing expectations and decreasing happiness.”
― Laszlo Bock, Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead

“Rather, Venti and Wise explain, “most of the dispersion could be attributed to choice; some people save while young, others do not.” 229 Stanford professor Douglas Bernheim and his colleagues examined the issues and came to the same conclusion. Households “differ in the extent to which they can exercise self-discipline over the urge to spend current income.” 230 I was skeptical when I read this because it seemed too obvious. The secret to being wealthy is just to save more money while you’re young?”
― Laszlo Bock, Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead

“see I wear only gray or blue suits,’ [President Obama] said. ‘I’m trying to pare down decisions. I don’t want to make decisions about what I’m eating or wearing. Because I have too many other decisions to make.’ He mentioned research that shows the simple act of making decisions degrades one’s ability to make further decisions. It’s why shopping is so exhausting. ‘You need to focus your decision-making energy. You need to routinize yourself. You can’t be going through the day distracted by trivia.”
― Laszlo Bock, Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead

“Pay unfairly: Your best people are better than you think, and worth more than you pay them In a misguided attempt to be “fair,” most companies design compensation systems that encourage the best performers and those with the most potential to quit.”
― Laszlo Bock, Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead

“Groysberg found that exceptional success rarely follows an individual from company to company. Sending your salespeople to the most expensive sales seminars, led by someone who sold products for someone else, is unlikely to revolutionize your sales performance, because the specifics of what your company does matter.”
― Laszlo Bock, Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead

“Unless your job is changing rapidly, this is a universal trap that we all fall into. It’s difficult to keep learning and stay motivated when the road stretching ahead of you looks exactly like the road behind you.”
― Laszlo Bock, Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead

“Only hire people who are better than you.”
― Laszlo Bock, Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead

“The 8 Project Oxygen Attributes Be a good coach. Empower the team and do not micromanage. Express interest/concern for team members’ success and personal well-being. Be very productive/results-oriented. Be a good communicator—listen and share information. Help the team with career development. Have a clear vision/strategy for the team. Have important technical skills that help advise the team.”
― Laszlo Bock, Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead

“Performance management as practiced by most organizations has become a rule-based, bureaucratic process, existing as an end in itself rather than actually shaping performance. Employees hate it. Managers hate it. Even HR departments hate it.”
― Laszlo Bock, Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead

“You just need to fight the petty seductions of management and the command-and-control impulses that accompany seniority.”
― Laszlo Bock, Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead

“Jim Barksdale, the legendary CEO of Netscape, in one of these management meetings said, ‘If you have facts, present them and we’ll use them. But if you have opinions, we’re gonna use mine.”
― Laszlo Bock, Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead

“Jerry Ford says, ‘I’ll do that. Get out of the way, I’ll do that. No man ought to have to clean up after another man’s dog.”
― Laszlo Bock, Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead

“If you want a nonhierarchical environment, you need visible reminders of your values. Otherwise, your human nature inevitably reasserts itself. Symbols and stories matter.”
― Laszlo Bock, Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead

“As a former consultant, I can tell you that many tout engagement as a panacea. They measure engagement through a short questionnaire, typically including statements like: “I have a best friend at work,” “In the last seven days, I have received recognition or praise for doing good work,” or “My supervisor, or someone at work, seems to care about me as a person.” My chief HR officer friends tell me that engagement surveys fail to tell them how to improve. If your scores are low, do you raise them by somehow convincing more employees to be best friends? Or, if profits are low, is the best fix to start praising people more? We do measure some similar topics at Google (along with dozens more), but don’t merge them into a single all-encompassing construct like engagement. We see better results by instead understanding very specific areas like career development or manager quality.”
― Laszlo Bock, Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead