A blog of fresh ideas and findings from organizational leaders and researchers on how they’re making work better, shared regularly.
Having spotted and mentored the founders of many hugely successful companies, including Google, John Doerr knows that organizations can’t wait when it comes to “the people stuff.” Doerr explains that hiring the right people is the most important thing any leader does.
This National Small Business Week, we celebrate the millions of small and mighty businesses who are innovating and driving the economy around the world. Find out what re:Work offers to help you make great people decisions for your company.
How important is the culture to the performance of an individual company? According to one Motley Fool, the answer is it’s very important and it’s part of what’s helped him beat the market over the last 20 years.
The IRS employs 84,000 people — from mailroom clerks to tax law experts — and the Service works to make sure that managers and employees are able to communicate effectively using inclusive behaviors.
Even with the rise of people analytics, there is still a large gap between what organizational science recommends and what organizations actually do. Partnering with graduate students is one way to close this gap.
To cut down on time to hire, Google’s staffing team examined past interview data and determined that four interviews was enough to make a reliable hiring decision.
Hiring someone new is a critical decision for a team or organization, and every step of the hiring process contributes to the final outcome. Use these resources from Google to help you approach hiring in a fair and structured way.
On the 2.5-years-long Mars mission, it will take 22 minutes to send a message from Earth to the spaceship and then 22 more minutes to respond. To deal with these types of hurdles, NASA trains space and ground crews extensively on communication skills.
By measuring the day-to-day interactions between employees, organizations can map how information gets shared and actually make work, and their businesses, better.
Our unconscious biases can help us make decisions quickly but sometimes they may lead us astray, especially when it comes to judging other people. When making hiring and promotion decisions, reduce potential unconscious biases by using these tools.
Google is funding research at Berkeley and MIT to help uncover ways to reduce bias among teachers and help all students excel in computer science and STEM (science, technology, engineering, and math).
“CAPCOMs can really make your day.” This simple journal entry by an astronaut aboard the International Space Station (ISS) shows just how important communication can be to the success of a team orbiting hundreds of miles above the Earth.
After collecting the data, running the analyses, and verifying the results, how do you go from finishing a report to actually influencing data-based change in your organization? Learn to tell a story.
Humanity’s working life only recently started revolving around large, centralized organizations. The future of work may look more like pre-industrialized work, in terms of how economic and social networks become more integrated again.
A team of Google researchers set out to prove that managers didn't matter. Their research didn't go as expected and their work changed how Google trains managers. Hear from one of the researchers about what it's really like to be a manager at Google.
How Human Resource Information Systems (HRIS) is taught hasn’t changed much in decades while workplaces have undergone a technological and data revolution. To prepare future business leaders, we have the opportunity to rethink how business schools teach and leverage HRIS.
Tune in February 2nd at 11am PT to learn from Google's People Development team how Google uses data to support and develop managers. Bring your burning managerial questions to have them answered live on the air.
Gender parity at work is an issue everywhere, not just in a few specific countries. The McKinsey Global Institute suggests that aiming for progress, rather than perfection, by looking to neighbors for best practices may lead to quicker solutions.
You don’t need a department of in-house social scientists to do your own people research. Partnering with an academic can be a win-win, furthering the science and helping you make data-driven organizational decisions.
In order to solve big problems, we need to focus on solutions. Sounds obvious, but when looking at how the media and even our workplaces can over emphasize the problems with little mention of solutions, research has shown that there is indeed a better way.
Get the latest content and inspiration from Google