Google’s Project Oxygen

In 2008 Last year, Google decided to do a study. ("Project Oxygen") Determine if managers are helpful. The original hypothesis was that managers don’t really matter and don’t affect team performance. This hypothesis was based on the early belief of some leaders at Google that managers are a necessary evil at best, and at worst an extra layer of bureaucracy. The measurement of the level of management was based on two quantitative indicators: manager performance ratings and an annual survey of employees for feedback on managers. There was a correlation between the manager’s score and the team’s performance. Next, the authors of the project decided to conduct a survey and collect parameters that are characteristic of good managers. It worked out. 8 characteristics which in 2018 extended to 10, having carried out additional studywhere the authors used the instrument Manager Feedback Surveys. This is a survey with simple questions that give feedback to managers themselves, who can use it for their development.

Finally, the authors

1. They showed that managers improve the effectiveness of teams (They explained separately how they went from correlation to causation.)
2. Find out the parameters that determine a good manager at Google (pictured)
3. Explained how to use this approach to find out the factors that determine the quality of managers in your organization (Do not engage in a cargo cult and use the factors that help to work at Google)

I think this research is useful as a tool for building leaders within your companies.

P.S. I wonder why the project was named that way. My hypothesis is that if you have a good manager, the job is as simple and unobtrusive as breathing. But if something goes wrong, it is compared to the incessant cough and the inability to fully breathe:)

#Management #Leadership #Processes #SelfDevelopment #Software