Best Practice HR Tips from Liane Hornsey, Google VP Operations | MeetTheBoss

Summary

In this insightful interview, Leanne Hornsey, VP of People Operations at Google, discusses Google's approach to managing top talent and maintaining its innovative culture. She highlights the company's rigorous hiring process, which focuses on collaborative decision-making and finding individuals who align with Google's values. Hornsey explains the importance of non-bureaucratic structures, leadership development, and how Google's performance-focused culture balances flexibility with high expectations. She emphasizes the company's commitment to providing a workplace where employees are treated as adults, focusing on output rather than rigid rules, fostering a supportive and inclusive environment.

Takeaways

• 💼 Google aims to create a workplace where people want to be, and this culture is achieved intentionally, not by accident.
• 🌟 Google hires talented individuals, including innovative thinkers, but the main focus is on acquiring 'incredible talent' rather than strictly innovation.
• 📝 The hiring process involves multiple interviews (4-8 typically) to ensure a consensus decision is made, involving peers, managers, and potential subordinates.
• 🏛️ Google's culture is democratic, informal, and data-driven, emphasizing decision-making based on data while maintaining a less rigid atmosphere in dress code and office behavior.
• 📉 Google actively fights against bureaucracy with initiatives like 'bureaucracy busters,' encouraging employees to voice concerns about slow or excessive procedures.
• 👥 Managing talent is a key challenge at Google due to the high level of brilliance within its workforce, and the company uses rotation and project-based work to nurture talent.
• 🔄 Google encourages employee mobility and skill-building by rotating roles, forming cross-functional teams, and providing leadership opportunities.
• 📊 Google focuses on output, not hours worked, and avoids micromanaging employees' time. Instead, it trusts them to manage their work-life balance as adults.
• 🚀 Managers are supported in their transition into leadership roles, with mentoring programs and adjusted expectations during their early management years.
• ✅ Google's review processes are frequent, goal-oriented, and performance-related, with quarterly evaluations that impact compensation and career development.

Q & A

What is Leanne Hornsey's role at Google?

Leanne Hornsey is the VP of People Operations at Google, responsible for managing human resources, particularly for the sales arm of the company.

Why is Google focused on hiring innovative thinkers?

While Google doesn't exclusively hire innovative thinkers, they prioritize hiring individuals with incredible talent, some of whom may also be innovative. This is important because it helps ensure that the company maintains its competitive edge and remains a place where creativity thrives.

How has Google's hiring process evolved over time?

In the past, Google's hiring process involved many interviews, sometimes up to 14. Today, they try to limit the number of interviews to four to six, and at most eight, while ensuring decisions are made through a 360-degree consensus to protect and uphold the company's culture.

What is the culture at Google like?

Google's culture is informal, non-hierarchical, and democratic in decision-making. They strive to use data in their decisions while avoiding excessive formality in areas like dress code and work habits, all to foster an open and collaborative environment.

How does Google prevent bureaucracy from affecting its organizational structure?

Google actively works to reduce bureaucracy by keeping the number of organizational layers minimal and encouraging employees to voice concerns through their 'bureaucracy buster' program. This ensures that slow processes and form-filling are addressed and eliminated.

How does Google manage the transition from individual contributor to manager?

Google recognizes that transitioning from individual contributor to manager is challenging. They provide extensive support through mentoring, leadership programs, and training. They also encourage cross-functional mobility and allow employees to grow into management roles gradually.

Does Google track employee attendance and sick days?

No, Google focuses on output rather than monitoring employee attendance or sick days. They believe in treating employees as responsible adults and expect them to manage their time while producing quality work.

How does Google encourage work-life balance?

Google allows employees to determine their own work-life balance. They trust employees to manage their work hours, personal time, and responsibilities, without strict oversight on when they arrive or leave the office.

How frequently are employee reviews conducted at Google?

Google conducts formal employee reviews on a quarterly basis. During these reviews, employees set goals with their managers, and their performance is evaluated. This process also impacts compensation and career progression.

What is one of the key reasons Google consistently ranks high in 'Best Places to Work' lists?

One of the key reasons is the quality of people at Google. Employees consistently express appreciation for their colleagues. In addition, the company emphasizes shared goals and offers perks like free food and a flexible work environment to ensure people want to be there.