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the default leadership style at Google is one where a manager focuses not on punishments or rewards but on clearing roadblocks and inspiring her team.

Google had a voracious appetite for innovation and, like others in Silicon Valley, sensed that TV, film, and home videos were moving online, a trend that the company had to seize to remain relevant in decades to come. Only, it wasn’t sure how.

Googlegeist is distinctive because it is written not by consultants but by Googlers with PhD-level expertise in everything from survey design to organizational psychology, all results (both good and bad) are shared back with the entire company within one month, and it is the basis for the next year of employee-led work on improving the culture and

Googlegeist, which means “the spirit of Google” and was—no surprise—chosen by employees, is an annual survey of our fifty thousand–plus Googlers. It is our most powerful single mechanism for enabling our employees to shape the company.