Employee Development

and Performance Improvement

Presented by:
Rubal Chaudhary
 Content

Employee Development
Introduction to Google
at Google

Google’s g2g Training Performance

Method Improvement at Google

SWOT Analysis Conclusion

Introduction to Google
Company Name: Google LLC (formerly Google Inc.)

Founded: Google was founded by Larry Page and Sergey Brin in

September 1998 while they were Ph.D. students at Stanford University.

Headquarters: Google is headquartered in Mountain View, California,

USA.

Leadership: Sundar Pichai is the CEO of Google and Alphabet Inc.

Larry Page and Sergey Brin, the co-founders, stepped down from their
active roles at Alphabet Inc. but remained involved as co-founders and
major shareholders.
Core Business: Google is primarily known for its internet-related services, including the Google search engine, which is one of
the most widely used search engines globally.

 It is a dominant player in online advertising through services like Google Ads.

 Google's Android operating system is the most widely used mobile OS globally.

 The company offers a wide range of products and services, including Gmail, Google Maps, Google Drive, YouTube, Google
Cloud, and the Chrome web browser.
Innovation and Research : Google has a strong focus on innovation and research and has been involved in numerous cutting-edge
projects, including self-driving cars, artificial intelligence (AI), quantum computing, and more.

It operates research divisions like Google Research and Google X, which explore advanced technologies.

Corporate Structure : Google was the primary subsidiary of Alphabet Inc., a holding company created in 2015.

Alphabet Inc. was formed to house various subsidiaries, with Google LLC
being the largest and most well-known.

Cultural Impact : Google is known for its unique corporate culture,

which includes initiatives like the "Googleplex" headquarters with
various amenities for employees, a commitment to sustainability, and
a focus on workplace innovation.

Community and Philanthropy : Google is involved in philanthropic

Efforts through Google.org, which supports various charitable causes and
initiatives worldwide.

The company is dedicated to sustainability, aiming to operate fully on

renewable energy and reduce its carbon footprint.
 Employee Development at Google
Google offers a wide range of learning and development programs designed to enhance the knowledge and skills of its employees. These
programs include workshops, online courses, and certifications. Employees can participate in these programs to acquire new technical
skills, soft skills, and leadership capabilities. The emphasis here is on continuous learning and personal development.

 Google University (g2g)

 Career Growth and Mobility

 Mentorship and coaching

 Manager Development

 Online Course and Certification

 Technical Training

 Leadership Development

 Innovation Projects

 Feedback and Improvement

 Google’s g2g Training Method
 g2g" Learning Program: Google's "g2g" program is highly successful because it fosters a learning-focused culture by enabling
employees to share knowledge with each other.

 Employee Rights to Learn: Google values employees' right to learn, offering on-the-job training and trust in their capacity to
contribute to the organization's learning culture.

 Voluntary Engagement: Despite being voluntary, employees appreciate the program's value and support its nurturing power.

02
 Peer Instruction: Google emphasizes that employees are among the best instructors, with managers playing a pivotal role in
creating a culture of group learning.

 "Whisper Course": Google's "Whisper course" uses microlearning to reinforce the importance of showing appreciation, with
95% of participants recommending it.

 Survey-Driven Improvement: Microlearning nudges managers to improve based on survey results, resulting in significant
score increases of 22-40%.
Briefly elaborate on the identified
problem.
 Behavioral Nudges: Google utilizes behavioral nudges, based on behavioral economics, to positively influence work
experience, emphasizing transparency and choice.
 Performance Improvement at Google
Performance improvement refers to the process of enhancing or optimizing an individual's or organization's performance to
achieve better results or outcomes. It involves identifying areas where performance falls short of expectations or desired goals
and implementing strategies, actions, or changes to bridge those gaps and achieve improved results

 Annual performance review (including mid-year checkpoint)

 Monthly performance check-ins (part of regular 1:1 meetings that

also comprise other themes such as career development,
coaching, personal issues, etc.

 Googlegeist engagement survey (that spans much more than just

the regular engagement axes, but measures basically everything
that’s to be measured)
 Annual Upward Feedback Survey, a feedback review (similar to
360-degree review) where only supervisors are reviewed by their
direct reports, and that is based on Google’s Project Oxygen

 OKRs, or objectives and key-results, a variant of Management-by-

Objectives, that we explain in this post

 Meritocracy, or compensating people unequally, based on their

perceived performance, through bonuses, equity stock-option
grants, and prizes.
 S W
(Strengths)
• Learning and Development
Programs: Extensive
resources and opportunities for
skill development.
• Google University: An
innovative internal learning
platform.
• Continuous Improvement:
Emphasis on feedback and
data-driven decisions.
• Diversity and Inclusion
Initiatives: Fostering
innovation through diverse
teams.
(Weaknesses)
• Potential Overload: Extensive
offerings might overwhelm
some employees.
• 360-Degree Feedback
Challenges: Handling diverse
feedback sources can be
complex.
• Reliance on Data:
Overreliance on data may
overlook qualitative aspects of
performance.
O T
(Opportunities)
• Remote Work Trend:
Leveraging remote work
opportunities for a global talent
pool.
• Technology Advancements:
Capitalizing on emerging tech
for learning and development.
• Evolving Inclusion
Strategies: Enhancing
diversity and inclusion
initiatives.
• Customized Learning:
Personalized learning paths for
employees.
(Threats)
• Competition for Talent:
Attracting and retaining top talent
in the tech industry.
• Rapid Technological Changes:
Keeping up with evolving
technical skills.
• Employee Burnout: Maintaining
work-life balance in a demanding
industry.
• Economic Uncertainty:
Navigating economic downturns
and market shifts.
 Conclusion
In conclusion, Google's performance management process stands as
a testament to its commitment to fostering excellence in the
workplace. By promoting a culture of continuous improvement and
innovation, it not only aligns with Google's core values but also
empowers its workforce to reach their fullest potential. This
approach emphasizes the importance of clear expectations, regular
feedback, and data-driven assessments, resulting in heightened
employee satisfaction, retention, and a significant competitive edge.

As Google continues to lead in the dynamic tech industry, its

performance management practices serve as an example for
organizations worldwide. By implementing similar principles,
companies can cultivate a culture of perpetual growth, harnessing
the collective potential of their workforce to achieve both individual
and organizational triumphs. In this era of rapid change, embracing
such practices ensures that organizations not only survive but thrive
in the face of evolving challenges and opportunities.
Thank You For Listening!
Any Question?