Talent management mistakes from Google? This is not a trick, the title of this blog post isn’t wrong.
Although the first idea that comes to mind when we deal with a technology giant like Google is related to hits and successes, the reality of those who live or lived the hallucinatory routine of one of the biggest companies in the world is quite different, according to an American survey conducted with former employees.
Excessive policing, unjustifiable favoritism, subjective hiring methods, and the difficulty of setting priorities end up frustrating the golden dream of the staff, which denotes, above all, a talent management with serious problems and innumerable bottlenecks, something that we would have never imagined in a major such asGoogle.
In this blog post, we’ll show you how 6 Google talent management gaps can help you to not make similar mistakes in your work. Check it out.
One of the most shocking reports of the research to which we refer in the post deals with a former employee who was hired to the management post by mistake, just by having the same name as another candidate. Instead of simply correcting the mistake, Google preferred to keep him in a position of lesser expression. A critical sign that Google’s Human Resources department lacks such a reliable system that it allows to manage a huge amount of candidate data from all over the world. Or that the managers have not been properly trained to an excessive workload. Above all, the manager who transformed technology into a cane instead of seeing it as a great ally is guilty.
A very common mistake of lesser-known companies in the market, who would say, is also committed by Google! Another former employee says that in order to achieve a simple salary adjustment, it is necessary to cultivate “relations” with a year in advance. In this case, we have the complete misrepresentation of the concept of meritocracy at the expense of the retrograde system of “the one who flatters the most the boss leads to the best.” The culture of favoritism not only worsens the internal climate but also raises suspicions regarding the management model and drives the brain drain towards competition.
You will probably mistrust this intertitle! And I do not take you the reason, after all, how Google, with its playgrounds, video games, free meals and benefits to lose sight of, can present a tense work environment? Besides the natural competition that involves participating in the framework of one of the most desirable companies in the world, the tension comes from the lack of preparation of managers in conducting proceedings with more relief and less personalism. Yes, it is difficult to manage the power sensation once you are in a high position, so it is necessary to rely on the help of statistical data and real results when dealing with subordinates, and also to not be led by compliments as well as possible blackmail.
When management is summarily political, the internal climate is tense and the competition is out of control, the lack of objectivity in the conduct of actions it becomes fatal. A Google software engineer former decided to vent about the difficulty in maintaining constructive discussions inside the company, once everyone would be more concerned with preserving themselves and not on what they could add to the product and service with their opinions.A collective embarrassment that certainly impacts the company’s goals and that could be overcomed with the correct application of meritocracy supported by proven results.
In a touching story, a former employee says that Google gave him everything, less what really matters. Undoubtedly, the company’s branding is effective in showing that Google is the best company to work with and dominate the collective imagination. However, according to the reports, it is clear that the company does not really care about the internal and external evolution of the people who give the greatest of their time and their aspirations to it. With continued practice of feedback, this disappointment could be avoided, and a productive dialogue channel could be established. Therefore, eating “Google food” every day loses the value once you need to leave for medical reasons and the boss won’t allow it.
One of the noblest goals of effective talent management is to identify potential leaders within the staff. Given a scenario where evasion becomes a redeeming option, the management is tainted by favoritism and by arbitrariness and, above all, there is no continuous feedback, symptomatic that the discovery and development of leaders will be compromised. And with the absence of native leadership, the process is once again concentrated in the hands of “political” managers and, so many times, insensitive to the business nature.
Well, what if after reading all this and identifying similar issues in the way you manage your company’s talents, you’re now asking yourself: how to solve this? Calm down, the solution is easier and more practical than it seems. The best cost-benefit for eliminating the attrition involved in the organizational climate is to invest in platforms that offers appropriate tools to make the most of the potential of the employees. The computerized management allows you to dribble subjective criteria and to identify each talents of your company, according to their performance and competencies, promoting advances and minimizing conflicts.
Were you also as surprised as I was to discover serious mistakes in talent management from the giant Google? Still have any questions or questions about the topic? Leave your comment in the field below to enrich this discussion and follow Mereo on Facebook and Linkedin and stay on top of more relevant topics like this! And if you want to continue studying on the subject, I’m sure you’ll be interested in this blog post.