Secrets of Google Management: Brand Mission, Goals, and Monitoring

[jisansorkar12]

This is the fourth article in the column, where we talk about the principles of leadership in successful corporations. In the first , we shared the secrets of the streaming service Netflix, and the second and third articles were entirely dedicated to the main foreign marketplace Amazon and its founder Jeff Bezos.



In this article, we continue to explore the principles that have helped other companies form a galaxy of successful managers. Today, we will talk about the management principles of one of the main search engines - Google.

But before we begin, a minute of advertising. To make life easier for the thailand whatsapp list team and improve collaboration remotely and in the office, we at Megaplan have created online dashboards — with reports, kanban, and an activity feed on one screen. They help keep your attention on the most important things, save time on compiling reports, and clearly see the workflow: who is doing what and what is being discussed with whom. If you are looking for a replacement for the departed Western collaboration services, try Megaplan and our dashboards

Nowadays, the Internet is a huge database where you can find any information. And most people don't even say "search the Internet" but "google". We google bolognese recipes, the dollar to ruble exchange rate, the time in Vladivostok and much more. It is not necessary to keep a lot of information in your head, there is Google for that.

The Origins of Google
Google is not only one of the largest companies in the IT industry, but also one of the most successful in the world. The company recently celebrated its 25th anniversary, during which time it has only strengthened its position in the market and continues to grow rapidly.

Google was born thanks to two Stanford University students, Sergey Brin and Larry Page. Then, graduate student Brin was asked to show applicant Page around the university, and they started talking about science and mathematics, so much so that they became friends and started working on joint student projects.

One of these projects was a scientific work on developing new principles for searching for information on the Internet. At that time, there were already search engines, for example, Yahoo, so the idea was not new. But their problem was that the content offered by search engines was irrelevant. Search engines did not sort query results by keyword frequency, so users often received information that was not what they were looking for. And searching for that very link took a lot of time.

Irrelevant content

Therefore, the goal of Page and Brin's work was to develop a search engine with a page importance parameter. This is how the BackRub project appeared with a search robot that indexed pages and ranked links by frequency of mention - from most frequent to least frequent. Thanks to this, users could find the necessary information faster and with less effort.

Later, the students tried, by the way, to sell their technology to Yahoo for a million dollars, but were rejected. I wonder who uses Yahoo now? Write in the comments when you last visited this site, if you can remember.

In the end, having failed to find a buyer, Larry and Sergey found an investor — and founded their own company, Google, in their girlfriend’s garage. And in 2021, they bought an office building in Manhattan for $2 billion. By the way, this was one of the most expensive office building sales in the United States. But enough of the introduction — what about leadership principles?

Google's Principles
Google employees themselves shared unusual facts about hiring. In general, it is difficult to get into Google. Only 1% of all applicants receive an offer or proposal for cooperation. First, a robot looks through the resume and only then a recruiter. We usually have a recruiter right away, but apparently Google receives so many resumes that they introduced this stage.

Candidates are tested for several fairly standard facts: the ability to work in a team, admit mistakes, passion for their work, and compliance with the corporate culture. Generally speaking, nothing out of the ordinary. But here's what's surprising: firstly, 15% of employees did not go to college and are self-taught. And secondly, Google values ​​ambition: they are more likely to give preference to a person who was the first in his family to graduate from college than to someone who graduated from a prestigious university, because that's how it's been in the family for generations. Although it's unclear how they find out this information during interviews.