The Water Cooler
A blog of fresh ideas and findings from organizational leaders and researchers on how they’re making work better, shared regularly.
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.
Our brains are great at filling in the gaps, but sometimes our unconscious biases can get in the way. The power of algorithms to impartially inform decisions, like hiring, is promising. But these artificial systems can inherit unintended biases from their human creators.
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.
How does workplace transparency change the labor and the product? What if the employee and the customer could actually see one another? And what if they’re connected via an iPad video link? One researcher found it was a win-win.
Does your organization exist for a higher purpose? Research shows that a sense of working for something greater can help attract talent, increase employee engagement, and promote a sense of meaning at work. But how do you foster a sense of purpose at work?
Google research shows that those who rigidly separate their personal and work lives are significantly happier about their well-being than those who tend to blur the lines between the two.
Companies increasingly view their cultures as a source of competitive advantage and hire employees on the basis of cultural compatibility. But is it better to hire someone who “fits” initially or someone who could be able to adapt quickly?
Respect and incivility are each contagious as people reflect the treatment they receive. Research shows that individuals and organizations can influence workplace behavior in ways big and small by modeling and rewarding doing the right thing.
We all like to think that we’re ethical people most of the time. But the reality is our behavior is changeable and cyclical. Research suggests that by giving up on the idea of perfect ethicality, we can learn from our mistakes and improve our behavior.
Have you ever been congratulated at work but felt you didn't deserve it? Do you worry that you got hired accidentally and will be fired if discovered? You may be experiencing “impostor syndrome,” but don’t worry, you’re not alone.
To become our better selves it helps to visualize our best selves. Research shows that by reflecting on the type of people we want to be, we wind up feeling more psychological safety and elevating not only our own performance, but that of our entire team.
The idea of using behavioral science to help government agencies more effectively serve their constituents sounds great. But how do you build a high-impact, science-based organization within the government when you have no budget and no formal authority?
The way MBAs learn HR management hasn’t changed in decades. Whether it’s lectures, case discussions, or sophisticated simulations, students make a recommendation based on intuition, not data. Business schools need a different script to teach HR.
Mentoring a colleague who needs help. Doing an extra candidate interview. Celebrating a coworker’s birthday. Some call these things "going above and beyond," others think they’re simply the right things to do. Academic researchers call them "organizational citizenship behaviors."