Analysis of staff motivation and incentives on the example of Google and Yandex. Staff motivation on the example of Google - caring for employees gives tangible results

In modern management, the issues of motivation and stimulation are becoming increasingly important. labor activity personnel. As a complex psychological phenomenon, motivation determines human behavior. Most often, motivation is understood as those internal motives that guide a person's behavior and determine the intensity of his efforts to achieve the intended goals. These include different needs, interests, value orientations. They can be significant and insignificant, of varying degrees of significance and stability.

Stimulation of labor, in contrast to motivation, is, first of all, an external motivation to work, an element of labor organization that affects the labor behavior of an employee. As Professor V.A. Vaisburd correctly notes, stimulation is a targeted impact on the labor behavior of people through the formation of a system of incentives and the creation of conditions for their implementation. Thus, we can say that incentives are aimed at enhancing the employee's labor activity, and motivation is aimed at the professional and personal development of personnel in accordance with the existing structure of motives. In the practice of personnel management, as a rule, it is necessary to develop and apply mechanisms for an effective combination of motives and incentives for work.

As an example, for the analysis of motivation and stimulation of labor, we have chosen two famous companies American - Google and Russian - Yandex. These are IT companies that belong to the industry high technology, where the main backbone of employees are highly qualified specialists in the field information technologies, programmers and high-class engineers. We can say that these are people with very extraordinary thinking. Therefore, in order to retain and increase staff loyalty, one of the areas personnel policy of these companies is to conduct annual employee satisfaction surveys.

Speaking about staff motivation, first of all, it is necessary to dwell on the issues of organizing the remuneration of employees and their participation in the capital of companies.

The income of ordinary employees in both Google and Yandex is kept at approximately the same level, but can vary quite significantly depending on the location of the office and the length of service of the employee.

Of the applied financial incentives, it is worth noting the following:

1. Google is committed to paying an employee a portion of the training costs if the employee receives "good" or "excellent" grades;
2. An employee of the company who brought a new employee to the staff and he worked for a certain time is entitled to a cash bonus;
3. Google is willing to bear the costs associated with the paperwork for adoption by an employee of a child;
4. A Google employee who informs management about a colleague who wants to leave the company is also entitled to a monetary reward;
5. For an employee who is transferred to the Swiss office, the company pays for renting an apartment for a month, two weeks for renting a car, German, English or Swiss language courses to choose from, Internet in a new apartment and any sports hobby of a new employee.

And one very unusual bonus for Google employees that is not found anywhere else is a posthumous salary for the family of the deceased. . This innovation was made for 34 thousand workers who lost their loved ones. After the death of an employee, the family receives 50% of his salary for some time, and his minor children are paid 1 thousand dollars every month until they turn 18 years old.

The main motivational tool for employees at Yandex is the free regulation of working hours. The office is open around the clock and employees choose when it is more convenient for them to work. The company does not keep records of the time worked, it all depends on the productivity of the work, which is evaluated by the immediate supervisor.

Google is a little more conservative in terms of the daily routine than Yandex and does not provide an absolutely free schedule, but this does not at all prohibit an employee from leaving the office or not appearing in it, but working at home if this does not affect the effectiveness of his work. The main thing is not to spend a certain number of hours in the office, but to complete the assigned task.

Everyone knows that Yandex offices are considered to be one of the most creative and amazing offices in Russia. The company is responsible for the design and furnishings of its premises and takes all possible measures to ensure that employees can feel comfortable at work.

In order to completely take a break from work and restore the effort expended, Yandex employees have an additional three free days per quarter. These days they may be completely unavailable for work. The rest of the time, the staff can work anywhere, even in the office, even at home, even in the country, but just work, having a computer at hand and mobile phone. Employees working out of the office are provided with laptops and Internet modems free of charge with the possibility of permanent use. Working in the office, the staff also does not have to be constantly at the desktop, they can move around the entire office space with their laptops, because. the entire office is covered by Wi-Fi.

When the work is tired or there is a need to take a break, the employee can play billiards, ping-pong, kicker. And also in all Yandex offices there are equipped gyms, yoga and dance rooms. Usually, employees themselves gather in a group and invite a coach, but the company also supports them in every possible way. If you get to the Yandex office in the evening, you can hear live music. And in another Moscow office on the balcony you can play huge floor chess. An interesting fact is also the fact that a doctor and a massage therapist are constantly in Yandex offices. Some offices are allowed to move around in eco-friendly and compact vehicles, and some are specially equipped with bicycle lanes.

Google has developed enough interesting system bonuses and material incentives to work. Here is some of them:

1. A free hairdresser works at the company's central office;
2. Google pays its employees for dental services, which are very expensive in the US;
3. Inside the offices there are high-tech swimming pools, which can be used right in working time, you can adjust the temperature, pressure and direction of water flow;
4. Offices around the world have employee cinemas and small campuses where you can celebrate birthdays;
5. Orange juice machines are present in every office and even guests can use them for free;
6. Google has a system of subsidies, according to which the company pays for 10 to 90% of various services and hobbies of employees: from massage to medical operations;
7. The famous "20% Program", the essence of which is that each employee of the company is obliged to spend 20% of his working time on an organized passion or hobby;
8. The company pays for holiday parties and costumes for them. Google loves Halloween very much.

Google offices always have various cafes and restaurants, free for employees, where you can drink coffee or even have a full meal. Google offices have refrigerators filled with various drinks, ice cream and snacks free of charge for employees.

Google did some pretty interesting internal research, which revealed:

1. The line length at lunchtime should be approximately three to four minutes, so employees do not lose too much time, but have the opportunity to meet other people;
2. Tables should be large so that unfamiliar employees have to communicate with each other;
3. Google has found that adding 20cm plates to dining rooms in addition to the classic 30cm plates leads to fewer servings for employees, which has a positive effect on their health.

It seems to us that the results of these studies can be adopted by our domestic companies in order to improve the socio-psychological climate of labor collectives.

Meals are arranged in a very interesting way in Yandex. Firstly, all employees have an electronic work pass, which is credited with a certain amount of money. With these funds, an employee can pay in any cafe on the territory of the office, as well as next to it. Secondly, the offices have coffee points - the place where you can drink coffee, tea; eat cookies, vegetables and fruits. The range varies slightly from season to season. summer time fresh fruits such as apples, apricots, watermelons, etc. predominate. and fresh vegetables with greens. In the autumn, nuts, dried fruits, celery, ginger and more appear.

Thus, when analyzing and comparing approaches to staff motivation and incentives in Google and Yandex, it should be noted that they are almost identical and, to some extent, Yandex simply does the same thing as Google, but within its more modest financial capabilities. . This fact can be explained by the fact that these two companies belong to the same high-tech industry, employees are engaged in similar processes, and the requirements for the quality of the workforce are identical.

However, it seems to us that as directions for improving the motivation and stimulation of the work of Yandex employees, we can suggest using more non-material incentives: moral, creative, social, and others. For example, as often as possible, openly acknowledge the successes of the company's employees based on public praise, congratulations on the company's corporate website, mailing lists. thank you letters on behalf of senior management, organizing direct meetings of employees of offices and branches with top management of the company.

Bibliography:

1. Weisburd V.A. To the question of the essence of motivation and stimulation of labor activity // Problems of enterprise development: theory and practice: Proceedings of the 5th International scientific and practical conference. November 24-25, 2005 - Samara: Samarsk Publishing House. state economy Univers., 2005. Part 2 - S. 190-194.
2. Ilyukhina L.A. Motivation and stimulation of labor activity of nursing staff // Bulletin of the Samara State University of Economics. — 2014 - No. 6(116). — S. 136-140.

Tatyana Lebedeva, HR director at Google, answers questions

Google is known worldwide for more than just technical innovation. It has created a unique working atmosphere: on the one hand, employees are given greater freedom and autonomy, on the other hand, they bear a huge responsibility for the results of their work. Unlike most other companies, where interviews are reserved for senior managers, interviews at Google are almost always conducted by the candidate's future colleagues. Many applicants have heard about the famous corporate culture Google, but probably not everyone knows who the "Googlers" are.

– When did Google appear? Tell us about the history of the company's development.

“Google, founded in 1998 by Stanford University graduate students Larry Page and Sergey Brin, is today the leading Internet company in major global markets. When you visit our site or one of dozens of other Google domains, you can find information at different languages, check stock quotes, find charts, current news and more. Google is the only company of its kind that focuses its efforts on developing the perfect search engine. The software behind the search technology performs a series of simultaneous calculations that take only a fraction of a second. The corporate headquarters is located in Silicon Valley, and the company's offices are located in North America, Europe and Asia. In Russia, a representative office was opened at the beginning of 2006, and now the company's offices are already operating in Moscow and St. Petersburg.

What benefits does Google give to its users?

– Today, the company provides users with a wide range of online services with great opportunities. The opening of Google Labs allowed Google engineers to showcase their ideas to a mass audience, and the launch of Google News provided access to over 4,500 of the world's leading news portals. Free GMail mail service with plenty of storage for everyone mailbox has a built-in powerful search function. The Picasa photo software helps you create and share online photo albums, and search for long-lost photos on your hard drive. Google Maps can display both traditional schemes and satellite photos, measure distances, search for addresses and driving directions in cities. Google Earth technology makes it possible to see any point the globe from a height or high magnification. These and many other Google products make life easier for millions of our users around the world.

“We know that Google positions itself as an employer of talent. What do you mean by "talented applicant"?

- If we talk about candidates for the position of developers, then great importance have both technical skills (knowledge of programming languages ​​and development environments) and general mathematical training of applicants. Development experience in one or another programming language is an advantage when considering a candidate. We are looking for people who can successfully work in a team and solve current problems, effectively interacting with colleagues around the world. In addition, regardless of the vacancy for which the candidate is applying, his analytical skills (the ability to analyze and systematize information, find quick and non-standard solutions), as well as leadership qualities, are very important for us.

– Who are you most looking forward to at the interview: yesterday's graduate of a specialized university or an experienced specialist?

Both are of equal interest to us. On the one hand, we are actively growing and developing, and from the point of view of building a managerial level, we need experienced specialists, and on the other hand, we are very closely following talented young people, selecting winners of Olympiads in mathematics and programming. Over the past six months, we have many graduates of Moscow State University who graduated with honors. Google employs talents from all over Russia: from Saratov, Ufa, Novosibirsk - from everywhere where there are strong technical universities.

- What is the best way to prepare for an interview?

• Get to know Google products and services.
• Be prepared for questions like, “Why are you interested in Google in general and this position in particular?”
• When applying for a technical position, prepare for the fact that you can be asked quite a lot in an interview difficult questions on data structures, algorithms will probably even be asked to write some code on the board.
• Check your knowledge of standard algorithms in advance, as the applicant will be asked questions on understanding sorting algorithms, searching for a substring in a string, searching in a graph, questions on data structures (trees, lists, heaps).
• One of the important skills of our employees is the ability to design complex systems, so it is quite possible that the candidate will be asked to solve design problems. Of course, if necessary, he will be given hints, but it is very important whether they are accepted by the applicant or rejected.
• Get ready for questions that require not only a certain technical background, but also the presence of general quick wit, ingenuity, and quick thinking. After all, sometimes you have to think longer about children's problems than about complex professional problems!
• You will be required to write code. The ability to write clear, concise, and understandable code is one of the most important requirements for a good developer. Our employees are specialists in programming in C++, Java and other languages.
• Please note that the style of clothing on Google is quite free - everything that is comfortable. We are more interested in what you tell us than how you will be dressed.
• Prepare questions in advance that you will have the opportunity to ask at the end of the interview.
• As for non-technical roles, my advice is to be confident, open and, most importantly, answer questions honestly, give examples of what was successful in your past work. If we talk about resumes, then the main thing here is to reflect in full information about education and responsibilities at the previous place of work. It is best to break the resume into paragraphs 1, 2, 3, etc. - this will be much more convenient for reading, analysis and understanding. Don't forget to mention your expectations, what interests you.

– I was interviewed by my future colleagues from the Russian office and European HR managers. At Google, unlike most other companies where interviews are reserved for senior managers, interviews are almost always conducted by a candidate's future colleagues.

- Google, like any company, has the same high level has its own specific recruitment system. Tell us how the selection of candidates takes place.

– The selection system is quite complex – a candidate passes an average of four to eight interviews – and it begins with a conversation with a recruiter who contacts the applicant and talks about the vacancy. If interests coincide, an interview is scheduled. Depending on the division in which the position is open, applicants communicate with the relevant specialists. For example, candidates for a new product and technology development center meet with technical employees of the company - development engineers software. The first interviews may be telephone, but an invitation to the company's office is also possible. Each of them usually takes 45 minutes and can be conducted both in Russian and in English. English language. Such interviews are standard for engineering positions, regardless of the candidate's skill level. It is important that at Google, not only group managers interview applicants, but every employee of the company conducts interviews. Enough a large number of the interview has one single goal - to reveal all the skills of the applicant.

– What area of ​​work at Google is most in demand among candidates?

– In Moscow and St. Petersburg there are centers for the development of software products and technologies, so we have open vacancies mainly for development engineers.

– Let's imagine that two candidates with excellent resumes and good interview results apply for the same vacancy. How will you proceed in such a case?

Let's take one and the other. There will be the same third - and we will accept it! This applies primarily to engineering positions. If we talk about the positions represented by one specialist in the country, then we will choose the best one based on the above: education, experience, interview results.

How well should the applicant be proficient foreign language? After all, you noticed that the interview at Google can take place in English.

- In most cases, this is the case. This is explained by the fact that interviews can be conducted not only by employees of Russian offices, but also by colleagues from Europe and North America. Furthermore, further work is closely related to constant communication in English.

– Do you hire former employees of Google competitors?

- The criteria and requirements for admission to a particular position are the same for all candidates. We accept the best of the best.

- There is an opinion that work in the field of IT technologies is an occupation for young and even very young people. How are the age categories in Google in different areas of work?

– We have no age limit in the company. It all depends on compliance with the requirements of the position and the success of the interview.

- Will there be a job at Google for the humanities? If yes, in what positions?

- There will be. In addition to the development center, there are other divisions. Full information our vacancies are presented on the site.

– In terms of career expectations, what can Google offer a potential job seeker?

– A career in the company can be built both along the managerial and managerial line, and along the professional and expert line. It all depends on the desires and capabilities of employees. Career development plans are regularly discussed with each of them. At the same time, we must not forget that Google - international company, and therefore there is an opportunity to work not only in Russia, but also in any other country where there is a representative office.

– What systems of trainings and developing programs exist at Google?

– The company cares about the continuous development of its employees, so there is an internal educational system for both professional and managerial trainings for engineers, sales staff and other departments. The integration and training of engineers takes place mainly at our headquarters in Mountain View (California). Additionally, a variety of online programs have been developed and actively used, conducted by Techtalks on different topics. Google pays employees to receive additional education(up to 6,000 euros per year) provided that it is related to the work performed and the student received good and excellent marks. There are ample opportunities for internships in the US and European offices, for work in international projects. Gradually, the coaching system is also being tested.

– We have heard a lot about the famous corporate culture of Google. What are its features?

- Google is a huge corporation, but we managed to keep a warm family atmosphere. The company does not have military discipline, but there is a clear organizational structure. Employees always strive to reach agreement by discussing current problems together. The informal atmosphere also encourages a quick exchange of ideas. This is the spirit of Google - not to be afraid to discuss problems with other employees. Being googly means always helping out and never saying, "I don't care, it's none of my business." We are convinced that the most important thing is diligence and that special energy of creativity that arises when talented people work together to solve a common problem. The company has created a unique working atmosphere: on the one hand, employees are given greater freedom and autonomy, on the other hand, they bear a huge responsibility for the results of their work. Googlers (company employees) are energetic, enterprising, enthusiastic people who are comprehensively educated and full of enthusiasm.

- Surely our readers will be interested to learn more about how Googlers work and rest.

The company provides its employees with excellent working conditions. It's both a flexible schedule and good compensation, consisting of a salary, bonuses, and Google stock options. And, for example, the benefits package includes health insurance policies for employees and their families, life and accident insurance, a pension plan, a free cafeteria with a large selection of drinks, sandwiches, fruits, compensation for lunches and transportation costs. In difficult situations, employees can receive legal, financial and psychological advice free of charge. During the working day, they have the opportunity to relax by playing table football or table tennis, relax in a massage chair. Google engineers are provided with the most up-to-date technical infrastructure that allows them to implement the most daring and modern projects. A corporate library with technical and business literature can always help in the work - to resolve a technical dispute or find an answer to a question of interest. Every Friday we hold TGIF: all employees get together at a large table, celebrate the end of the working week, congratulate birthdays. In winter, we all traditionally meet New Year and go to Europe to ride skiing and in the summer for a picnic.

– Tell us a little about yourself.

– I have been working in the IT industry for over 10 years. My HR career started at Hewlett-Packard, for the last 5 years I've been Head of Human Resources at SAP, and since April of this year I've been working as HR Director at Google. My responsibilities include solving issues of personnel selection and development, Performance Management, Compensation & Benefits programs and other HR tasks.

When in 1996 two Stanford University students Larry Page and Sergey Brin were working on educational project search engine, they hardly suspected that they would produce a world giant. Already in September 1998, the creation of the company was announced Google since then it has grown significantly. Today it is the largest Internet search engine, considered the first in popularity. Monthly search engine Google system processes 41 billion 345 million requests, indexes more than 25 billion web pages and can find information in 195 languages. According to the quarterly report, the company's annual revenue amounted to 50.2 billion dollars. This figure has grown by almost 32% compared to 2011.

"Google is people first." The company says so on its official website. And management appreciates the merit of its employees very highly. And creates all conditions for high-quality and successful work. Google topped the rankings for the fourth time in a row the best companies for employment in 2013 compiled by the American magazine Fortune together with the TV channel CNN. According to Forbes, according to anonymous surveys among employees, Google was in 4th place (the leader in the ranking was Facebook, whose offices you can ride a skateboard).

It is worth noting that around the world, 53,861 were involved in Google offices last year. staff member(37,544 on Google, 11,113 on Motorola Mobile, and 5,204 on Motorola Home). In total, there are more than 70 offices in 40 countries of the world, as well as the headquarters in Mountain View in Silicon Valley, better known as Googleplex. The company moved there in 2004.

A high salary is a significant component of such success among Google employees. Recent research by recruiting site Glassdoor suggests that Google pays its developers the highest salaries in Silicon Valley. This helps the company to keep highly qualified personnel from moving to competitors.

The base salary for a software developer at Google averages $128,300 per year. Competitors pay their engineers less: social network Facebook pays employees in similar positions about 123.6 thousand dollars, Apple- about 114.4 thousand dollars. Such wage levels led The Wall Street Journal with reference to research.

But a high salary is not the only component of success. All sorts of bonuses make working at Google fabulous, by the standards of the average office worker.

“Like any large company, Google pays its employees health and pension insurance, and also provides many other benefits,” the search engine’s official website says. But we are not limited to this. We strive to support our employees in everything. Therefore, our programs provide protection not only financially and socially, but also physically and emotional spheres life."

“We want Googlers to always have the opportunity to do what they love, both at work and in free time. We always try to take care of the well-being and mood of our employees.”

So, what helps to maintain the mood of the company's employees? Of course, it's free food, qualified health care in full without leaving the office and ... massage. So, last year, employees were given 100,000 hours of massage. Moreover, three health centers and a sports complex with a roller hockey rink and a basketball court were built for the workers.

An important direction is support for the families of employees. So, newly-made parents receive additional vacations of up to 7 weeks and payments. The company compensates the money spent on education and training.

The approach of Googlers to the organization of space and the creation of an informal atmosphere is also interesting. For example, in the Kiev office during the warm season, meetings and conferences are held on the roof of the office center, on bamboo sunbeds and chairs. The design of the Moscow office is designed with Russian flavor - with the image of Baba Yaga, a fabulous stone at the fork and decorative fly agarics, and some of the conference rooms are named "38 parrots", "Pechkin" or "12 chairs" (these iconic chairs).

One of the main secrets is that the management tries to take into account all needs, based on the interests and hobbies of everyone.

“When defining a set of benefits and privileges, we strive to build on the needs of a particular person ... and we are always ready to review and update existing bonus packages.”

And probably the most important and unexpected bonus is the posthumous benefits that the American Google initiated for its 34,000 employees in August last year. It is not yet known whether there were precedents for payments, but the spouse of a deceased employee is entitled to 50% of his salary. Moreover, the widow is entitled to an option in the form of shares, and minor children under 19 years of age - $1,000 per month.

Examples of other companies

Google is far from the only global company that motivates employees with various bonuses. Yes, IT company SAS, which specializes in business intelligence, built a farm in 2012 to grow vegetables and fruits without the use of chemical fertilizers. Everything grown in the garden then ends up on the table to the workers. Concern for the health of workers is not limited to this. SAS provides unlimited sick days and insurance covers 90% of treatment. Moreover, the company has its own medical center and a fitness club with a swimming pool.

Every summer in the Japanese giant Hitachi celebrate Dog Day. Each employee brings their own pet and everyone puts on a talent show together. It is believed that this contributes to team building.

And in Intel each new employee is literally met with open arms: a red carpet is laid out in front of him. This is followed by an acquaintance with the offices of employees to the applause of future colleagues.

We all know that there are not enough IT specialists and that they are being hunted and various strategies are being implemented to retain and motivate retained employees.

Surprising as it may seem, Google has been an innovator in this process as well, having launched a project to train employees in meditation and mindfulness a couple of years ago. As part of this project, Google invites well-known Buddhist teachers for lectures and teaching, builds meditation rooms, and so on.

Why it can work and how you can use these methods in your company under the cut.

How companies retain specialists and results.

• full satisfaction of the basic needs of a specialist in Maslow's theory () - salary, insurance, fitness, corporate parties, holidays.
• personal growth - language learning, professional development, etc.
• creating an internal team brand - we are good (the best, real, etc.)

However, sooner or later, but there always comes a time when an employee gets tired morally (or mentally or ...) and productivity drops and communication problems and ... he changes jobs, and the company has mega problems - you need to look for a new person and introduce him into the product and a team. And in the conditions of modern speeds it is expensive and difficult.

Therefore, any tool that allows you to extend the effective state of employees with an acceptable level of financial and labor costs has high value and implementation potential.

Why the practice of meditation is suitable as one of the facets of motivation.

That is, the time has come for a new tool to increase efficiency - money, career, insurances and co-ops and even relocations have already passed and the graph of enthusiasm (and overall performance) is going down. And the flagships of the industry have chosen Buddhist meditation (I emphasize the view, since there are many of them) as new tool increase efficiency and motivation.

What is there in this practice that allows you to restart the internal motor of enthusiasm and self-motivate entire teams and / or individual employees?

To understand, you need to start with the basics. Of course, I will designate everything in thesis and only what is suitable for our topic. Thousands of books have been written on this topic, and even the direct teaching of the Buddha occupies 108 volumes. That is, it is unrealistic to fit everything into one article.

Even perhaps on points. So, according to Buddhist theory:

1. We live endlessly in the cycle of rebirth, our mind (approximately the soul, consciousness, but NOT the logical mind or our self-determination, our Self) was not born and will never die
2. Our (and any sentient beings in general) basic need is happiness.
3. In search of happiness, we try to attract everything that is pleasant and repel the unpleasant. At the same time, we perceive everything separately - there are phenomena, people, happiness, misfortune, etc.
4. According to Buddhism, absolutely all things and phenomena are interconnected and do not have an independent existence. Also, absolutely everything is impermanent - there is nothing immutable, no planets, no love, no life, no death, no happiness, no misfortune, no ....
5. Therefore, everything that we feel and perceive is illusory and temporary. On an emotional level, if I feel anger, then I chose this unpleasant feeling myself and I can just as well feel joy. Justifications "I'm angry because..." are just habits of the mind.
6. Since everything happens in our mind and at the same time does not have an independent existence, we are completely free to choose our world and sensations.
7. However, we can't just choose "happiness and efficiency" as this will most likely not work due to the habits of the mind that develop over a very long time.
8. There are special methods for restructuring the mind in Buddhism - logical explanations + meditation.
9. Logical explanations can take up very little space, the main thing is regular meditation.
10. The primary result of meditation is greater self-sufficiency and at the same time connectedness with people and the outside world, as well as calmness, joy, energy, enthusiasm and a bunch of other features that are so necessary for effective work. How valuable, for example, is the quality of patience and compassion - our other friend gets angry and messes up - we help him and improve his work. And it happens naturally.
11. The corporate goal has been achieved.

I want to note that Buddhism, of course, goes far beyond the described states, but, at the same time, it does not deny (even approves) the value of ordinary human happiness. It is believed that a happy and active (in work, family and world) person is the best base for the subsequent full Awakening.

What to do, where to run?

It seems to me that before raising the question of choosing the right school of Buddhism (of which there are many), the right meditations (of which there are even more) and the correct implementation of all this in the life of the company, it is important for the head of the company to try these methods for himself and make sure that regular meditation and training successfully overcome the crisis of "habituation of standard carrots".

In the event that a real reboot or upgrade of the leader occurs, it will become clearer how to work with it and implement it.

In my opinion, it is definitely not worth signing third-party organizations or, even worse, incomprehensible personalities for this. First, go through it yourself, then implement it with the help of people who have been tested on yourself, then those who will implement it further will appear in the organization. Self-motivation is a terrible virus.

Google did the same - one of the employees founded Search Inside Yourself, which is now engaged not only in training employees, but also outside people and organizations.

Facts about meditation on Google

• Google invites famous Buddhist teachers to lecture on life and teaching meditation (

Business Insider conducted a survey and compiled a list of the top 50 employers in the United States. During the work, criteria such as employee satisfaction, salary levels, the likelihood of stress and the significance of the work were taken into account. Google took the first place in the ranking.

There are several objective reasons why Google is considered the best employer. Employees of the company shared their experience.

High job satisfaction

Express info by country

USA(USA) is a country in North America.

Capital– Washington

Largest cities: New York, Los Angeles, Chicago, Miami, Houston, Philadelphia, Boston, Phoenix, San Diego, Dallas

Form of government- Presidential republic

Territory- 9,519,431 km 2 (4th in the world)

Population– 321.26 million people (3rd in the world)

Official language- American English

Religion- Protestantism, Catholicism

HDI– 0.915 (8th in the world)

GDP– $17.419 trillion (1st in the world)

Currency- U.S. dollar

border with: Canada, Mexico

According to the survey, 86% of Google employees are very or fairly satisfied with their jobs.

As he explains in his book Work Rocks! Google vice president of human resources Laszlo Bock, the key to success is the constant introduction of new developments into the workplace, experimentation and a positive attitude.

“The most beautiful thing about this approach is that an amazing office stimulates self-development of employees: all these efforts are not in vain and work to create a creative, fun, hardworking and very productive team.”

More than 64,000 Google employees have access to perks such as free medical care, gourmet food, laundry service, gym and a generously paid decree.

An employee at Google's headquarters in Mountain View, California, says that his company cares about its employees, and this allows it to get motivated and loyal specialists in return.

The reputation of a company that changes the world for the better

73% of Google employees surveyed said they consider their work at the company to be beneficial to society. And this is not surprising, given the company's global mission: "to organize all the information that exists in the world and make it accessible and useful to everyone."

As Bock explains, this is "more of a moral than a business goal" and it's not possible to achieve it intentionally.

“It motivates to constantly apply innovative technologies and try yourself in other areas,” he writes. – When the goal of “becoming a market leader” is achieved, it gives more inspiration. A wide range of goals allows Google to move forward, guided by a compass, not a speedometer.

And the company's employees share its global goals, trying to implement even the most complex projects.

High salaries

Google invites only the most talented specialists to work and is ready to offer them a competitive salary. The average income of an experienced worker is $140,000 per year. But even those with less than a year of experience earn around $93,000.

Google also tops the list of employers for offering above-average salaries in the market. At the same time, two people in similar positions can receive completely different amounts, and this is done intentionally.

“It’s hard to pay everyone within the normal range when someone can do two or even ten times more than the rest,” Bock writes. – But it is much more difficult to watch how the best specialists with great potential leave you. It makes you wonder which companies are really paying unfairly: those where the best workers get much more, or those where everyone earns the same.”

Ability to work remotely

Free Wi-Fi allows 28% of Google employees to work partially or completely from home. This is more than others large companies such as Amazon, Netflix and Apple.

"The company is very flexible in this regard," says one of the employees of the headquarters of Google. - If you are lucky, you will not have a micromanager boss (a leader who controls even the smallest movements of a subordinate. - Approx. Ed.) And you will be able to decide how you work. But don’t get me wrong: there will be just as much work, you just won’t be chained to your workplace.”

Low stress

12% of Google employees consider their work as one that does not cause stress. And although this figure is not very impressive, compared to other companies, it is quite high.

Perhaps one of the factors low level stress at work are various perks such as in-office massages, free fitness and gym, and great vacations. All this helps employees to relax.

A calm working environment is also facilitated by the absence of unhealthy competition between employees. While Google encourages its employees to set ambitious goals, they are not expected to achieve those goals at any cost. On the contrary, here they help to learn and learn from their failures. Moreover, the company encourages a culture of transparency and fights bullying employees in every possible way. At Google, it's not customary to complain about each other, because you are one team. Here they have open constructive conversations in order to solve the problem and continue to work for the good of the world.