The Water Cooler
A blog of fresh ideas and findings from organizational leaders and researchers on how they’re making work better, shared regularly.
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.
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.