Google’s Project Oxygen: How great managers make a difference

In the realm of tech giants, Google is recognized as an innovator, not only in its products and services but also in the way it manages its people. A significant part of Google's success can be attributed to its remarkable managers. This article explores in the journey of Google's management evolution, from the initial idea of having no managers to cultivating great managers, all while emphasizing the role of Googlegeist and the key managerial skills.

And what does Ted Lasso has to do with any of this?

The evolution: Going from no managers to great managers

In its early days, Google was known for its unconventional approach to management, daring to question the very necessity of having managers at all. The belief was that a managerless environment would foster innovation and creativity, allowing employees to thrive without oversight. However, Google's rapid growth presented a new set of challenges and complexities that couldn't be overlooked.

Engineers believed that management is more destructive than beneficial, a distraction from “real work” and tangible, goal-directed tasks.

As the company expanded, it became evident that some form of management was required to ensure that teams were aligned with company goals, that employees felt supported, and that productivity remained high. This realization marked the first step in Google's journey towards effective management.

In response to the evolving needs of the organization, Google embarked on Project Oxygen. This initiative was designed to identify and define the core behaviors and skills that would distinguish exceptional managers from the rest. Project Oxygen involved extensive research and analysis, aiming to provide a basis for successful management in the ever-changing tech landscape.

Googlegeist: The voice of Google employees

Central to this transformative process was Googlegeist, an annual employee survey that served as a window into employee sentiments, aspirations, and experiences. Googlegeist allowed employees to voice their thoughts on the workplace, providing valuable feedback that would prove to be crucial in shaping Google's management philosophy.

Googlegeist wasn't just a box-ticking exercise; it was a genuine attempt to understand what employees needed and how management could better support them. This feedback loop became essential in aligning management strategies with employee expectations and concerns.

The key behaviors of great managers in 2023

Fast-forward to 2023, and the lessons learned from Project Oxygen and Googlegeist continue to guide Google's management practices. Here's a closer look at the key behaviors that make great managers at Google according to their latest research:

1. Coaching for growth: Exceptional managers act as coaches, guiding their team members' growth through mentorship, feedback, and support for skill development.
2. Empowerment and trust: Rather than micromanaging, these managers empower their teams by trusting them to take ownership of their work, fostering a culture of autonomy and innovation.
3. Caring for success and well-being: They genuinely care about their team members' professional success and personal well-being, creating a positive and supportive work environment.
4. Results-oriented leadership: Great managers set high standards for productivity and inspire their teams to achieve tangible results through their own example.
5. Effective communication: They are skilled communicators who actively listen to their team members and share information openly, fostering open and constructive dialogue.
6. Career development advocates: These managers actively support their team members' career development by providing guidance, learning opportunities, and advocating for their professional growth.
7. Visionary leadership: Exceptional managers have a clear vision and strategic plan for their team's objectives, ensuring that everyone is aligned and focused on the same goals.
8. Technical proficiency: In a tech-driven environment like Google, they possess the technical skills needed to provide valuable guidance and support to their teams.

The power of soft skills in a technical world

Essentially, what sets these great managers apart is their mastery of soft skills. Even in a company known for its technical prowess like Google, the ability to coach, empower, communicate effectively, and care for the well-being of team members takes precedence over hard technical skills.

The understanding that exceptional management involves fostering a supportive and human-centric work environment has led Google to prioritize soft skills as the true drivers of success.

Google's journey from the concept of no managers to the cultivation of great managers underscores the significance of soft skills in a heavily technical industry. It demonstrates the company's commitment to fostering an environment where employees can thrive and contribute significantly to Google's continued success.

Project Oxygen, fueled by Googlegeist feedback, has played a pivotal role in this transformative process, providing insights into what matters most in the world of management today.

Ted Lasso, sport and persistance

What has led me thinking about the importance of soft skills in managing and leading people was a recently watched TV series, Ted Lasso. When I read the summary I was very reluctant to even watch it because it seemed too silly - an American comes to England to train a soccer team, although he never even played soccer and doesn't know anything about it. Sure. All the odds were against Ted, but he never gave up, and he continued to do what he does best: coach.

And yes, it was naive, but it was actually quite entertaining. Good casting helped— Jason Sudeikis was remarkable, and other actors as well.

The point was that an array of soft skills is much more important for motivation and well-being of players (employees) than technical knowledge. And Google research just confirmed it.