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7 December, 2015 00:00 00 AM
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Three traits of Google�s most successful teams

Google is well known for offering playful and creative work environments, which stimulate productivity, collaboration, and teamwork among its employees.
Productive teams are the key to fostering creativity and maintaining top talents in an organization, which is why, Google’s People Operations (HR) employees have spent the past two years interviewing more than 200 Googlers to find out the traits of successful teams. Here are the top three traits of Google’s best teams:
Psychological Safety
“Psychological safety was far and away the most important of the five dynamics we found…” said Google’s People Operations analyst Julia Rozovsky.
In a team, there needs to be a shared belief that the team is safe for interpersonal risk taking. Although it sounds simple, but in reality, establishing an environment where no employee is afraid of failure or asking questions—which might reveal them to be ‘out of the loop’—requires hard work.
However, if the team leader/manager can establish such environment, the company/project will be able to harness the power of diverse ideas and foster creativity. Moreover, individuals on a team with higher psychological safety are less likely to leave the company/project.
Dependability
In a successful team, individuals can count on each other to do high-quality work on time. That’s why Google takes an average of six weeks to secure a hire at the company. Google wants to make sure they are hiring somebody who is dependable and can take responsibilities. Because, as soon as a team member begins to lax with their responsibilities, the entire team suffers.
Structure and Clarity
‘It is essential that team managers monitor their employees without micromanaging, which is essentially holding their hands on every project’, said Laszlo, Google’s head of HR. A successful team should have clear structures for each of its members.
Moreover, team members should understand those structures clearly and agree on their roles, which will create trust and foster creative solutions for the management department.
Team members are more likely to work to their full potential when their roles, plans, and goals resonate with the team’s ultimate objective.
Every team needs to ask itself, “Do we fundamentally believe that–what we’re doing matters?” writes Rozovsky, an analyst in the Google People Operations.
Naturally, we are more reluctant to engage in behaviours that could have negative influences on how others perceive our competence in the workplace.
However, it damages effective teamwork and makes teammembers afraid to speak up. It is a tea leader’s/manager’s responsibility to ensure that all team members are valued and appreciated for their work.

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Editor : M. Shamsur Rahman

Published by the Editor on behalf of Independent Publications Limited at Media Printers, 446/H, Tejgaon I/A, Dhaka-1215.
Editorial, News & Commercial Offices : Beximco Media Complex, 149-150 Tejgaon I/A, Dhaka-1208, Bangladesh. GPO Box No. 934, Dhaka-1000.

Editor : M. Shamsur Rahman
Published by the Editor on behalf of Independent Publications Limited at Media Printers, 446/H, Tejgaon I/A, Dhaka-1215.
Editorial, News & Commercial Offices : Beximco Media Complex, 149-150 Tejgaon I/A, Dhaka-1208, Bangladesh. GPO Box No. 934, Dhaka-1000.

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