Great Managers Matter: The Evolution of Google’s Project Oxygen

[vc_row][vc_column][vc_column_text]Back in 2008, an internal team of researchers launched Project Oxygen – in an effort to determine what makes a manager great at Google. From this research, eight behaviors were identified that were common among their highest performing managers, then incorporated into their manager development programs. By talking about these eight behaviors internally they saw an improvement in management at Google and team outcomes including turnover, satisfaction, and performance. 

Since then, managers have changed, culture has evolved and the world has changed, but during this time Google have continued to review and revise their behaviors. They are now 10, not 8. 

Here are the 10 Oxygen behaviors of Google’s best managers:

1. Is a good coach.
2. Empowers team and does not micromanage.
3. Creates an inclusive team environment, showing concern for success and well-being.
4. Is productive and results-oriented.
5. Is a good communicator — listens and shares information.
6. Supports career development and discusses performance.
7. Has a clear vision/strategy for the team.
8. Has key technical skills to help advise the team.
9. Collaborates across Google.
10. Is a strong decision maker.

So how can you take a similar approach within your organization to grow a top leader at your company? It all starts with great hiring, and FGP can help with that. Here are four steps we can help you take to identify and grow future leaders: 

Identify Traits.

We help organizations to identify specific traits, much like Google, using behavioral and cognitive assessment to capture data trends. This data driven approach provides a solid foundation to build from. What does an ideal candidate for your role look like? Well, we can show you. 

Define Great.

Spending time defining what great is, is really important, as organization’s definition may vary. 

Defining greatness is important as you are working to build a pipeline of great leaders who can grow with your organization over a period of time. During your search process we can help you define what your great person should look like, then help you find them. 

Hire Based on Potential.

The best way a company can maintain a high achieving culture long-term is to hire based on potential. Companies should assess potential during the hiring process and consider long-term success, beyond the position they are interviewing for. At FGP we spend time defining potential, to help guide hiring managers through this process.  

Build Capabilities and Empower. 

Building capabilities and providing opportunities for further exposure makes for great leaders. But more importantly, empowering future leaders is the ultimate goal. The onboarding process is essential, especially during the first 90 days to ensure successful integration into the team. With a strong foundation and framework for success, your new employee will feel confident and quickly build capabilities, with a drive for further learning. We can help provide guidance for structuring an onboarding plan that will help you not only integrate a great person onto your team but retain them long term.  

Our view – Great people build great companies. We work with a broad range of clients and this stands true, time and time again. We work with clients to help identify high potential traits and construct progressive competency models that enable employee mobility within an organization. Management matters, and we can help you find and develop your next great leaders. [/vc_column_text][/vc_column][/vc_row]