Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead

A promotion packet that has no constructive feedback is actually a warning sign to review committees.

This cycle of investing in the bottom tail of the distribution means your teams improve … a lot.

“Traditional performance management systems make a big mistake. They combine two things that should be completely separate: performance evaluation and people development. Evaluation is necessary to distribute finite resources, like salary increases or bonus dollars. Development is just as necessary so people grow and improve.” 121 If you want peopl

Corporate job sites are awful. They are difficult to search, filled with generic job descriptions that don’t tell you anything about what the job really is or what the team you’ll be part of is like, and provide no feedback on whether you’d be good for a role or not.

Were the right low performers identified? Were the right people identified for promotion? Were the discussions meaningful? Was the process fair?

the best way to arrive at the beating heart of great management is to strip away all the tools on which managers most rely.

First, the instructors gave us the principles (don’t panic, give them time to vent their emotions, etc.), then we role-played the situation, and then we discussed it. Afterward, they gave us a videotape of the role play so we could see exactly what we had done.

Companies continue to invest substantially more in training than in hiring,

The second-best predictors of performance are tests of general cognitive ability (26 percent).

just compare how identical groups perform after only one has received training.