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Managers matter a lot and can have a huge impact on employee performance. Support your people by sharing what makes a great manager, providing development opportunities, celebrating great managers, and more.

Google hasn’t always properly appreciated management. In 2002, Google ran an uncontrolled “experiment” by simply getting rid of all managers. It didn’t go well. So in 2008 a team of researchers set out to prove what some at Google suspected - that managers don’t matter. But very quickly the team discovered quite the opposite. Managers matter a lot.

The research effort, called Project Oxygen, pivoted to figure out exactly what makes for a great manager at Google. The guiding question shifted from “Do managers matter?” to “What if every Googler had an awesome manager?” Project Oxygen identified a set of common behaviors among the best managers and those behaviors now guide management development programs. The team has been able to show an overall improvement in management at Google by helping managers get better at coaching, empowering teams, managing team energy, staying results-oriented, communicating, developing teams, and sharing a vision.

For a detailed backstory about how Google embarked on this effort you can read the New York Times story or buy the Harvard Business Review full-length case study.

Watch: Google's research on making managers awesome

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.

Livestream on Google's research-based manager training

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.
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