What Makes a Great Performing Workplace?

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What Does Make A Great Workplace?

When asked the question “what makes a great workplace’ many people respond that a great workplace is created by hiring great people and having a great leader and creating a great ‘company culture".

Google is a busy business and to stay on top of their game they seek to hire, retain and support the best talent they can find. 

Back in 2013 we heard from Google’s then VP of People Operations, Laszlo Bock that Google was dropping their famed hiring practices including abandoning their practice of only recruiting graduates from specific schools and their brainteaser questions, both of which they found irrelevant to employee performance success. 

From their research Google learned the value of expanding their hiring practices. If you are interested in reading more about Google’s hiring process you can check out this 2016 article in the Business Insider Google's HR boss explains the company's 4 rules for hiring the best employees

Google has also been busy researching what contributes to supporting a high performing team. In a project tilted Project Aristotle - a tribute to Aristotle’s quote, "the whole is greater than the sum of its parts" (as the Google researchers believed employees can do more working together than alone) - the goal was to answer the question:

“What makes a team effective at Google?” In a post entitled Understanding Team Effectiveness Google’s famous analytics were used pinpoint some elements that made a Google team effective. 

In Part two  I'll cover the 5 Traits of High Performing Teams and Measuring Psychological Safety 

Related articles:

Part 2: Workplace Performance- 5 Traits of High Performing Teams

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About the author

Tara Orchard

Tara Orchard is a coach, trainer, consultant and writer who applies her insights into people and Masters training in psychology to facilitate performance improvements, relationships and communication for people and businesses. She has worked with organizations to deliver clarity on culture and brand, develop their people and manage relationships with social network communities.  Over the past 18 years she has consulted with 1000's of people who want to make effective transitions in their lives. Tara has a knack for hearing what people are thinking and helping them see what they need to see. She is the founder of her own career and social network coaching business, works with several other organizations as a coach and consultant and is about to complete her first book on the "psychology of effective social networking". Tara invites you to connect with her on LinkedIn .

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