Work Rules!
The Globe and Mail Top Leadership and Management BookForbes Top Creative Leadership Book From the visionary head of Google's innovative People Operations comes a groundbreaking inquiry into the philosophy of work-and a blueprint for attracting the most spectacular talent to your business and ensuring that they succeed. "We spend more time working than doing anything else in life. It's not right that the experience of work should be so demotivating and dehumanizing." So says Laszlo Bock, former head of People Operations at the company that transformed how the world interacts with knowledge. This insight is the heart of WORK RULES!, a compelling and surprisingly playful manifesto that offers lessons including: Take away managers' power over employees Learn from your best employees-and your worst Hire only people who are smarter than you are, no matter how long it takes to find them Pay unfairly (it's more fair!) Don't trust your gut: Use data to predict and shape the future Default to open-be transparent and welcome feedback If you're comfortable with the amount of freedom you've given your employees, you haven't gone far enough. Drawing on the latest research in behavioral economics and a profound grasp of human psychology, WORK RULES! also provides teaching examples from a range of industries-including lauded companies that happen to be hideous places to work and little-known companies that achieve spectacular results by valuing and listening to their employees.
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9recommend
19mentions
19people
2015–2024years
47% recommend53% neutral
Mentions per year
What Hacker News says
- So having worked there, this was absolutely true, and the parent complaint about hot-potato is also absolutely true.
The problem as I see it is that Google came to be dominated by an egalitarizing culture which at first wasn't necessarily a problem. This was an explicit choice by Larry and Sergey, that your manager should not be able to unilaterally fire you just because of a personal disagreement, nor stiff you out of financial rewards, none of that. So, your manager lacks any formal authority over your day-to-day work: they have to use politics and soft power. Instead, performance is reviewed by a committee of your manager’s peers, who can “calibrate” that manager’s opinion of you against others and against empirical data.
The result of being judged by a faceless committee is that implicitly, some things generate the empirical data that they look at, and other things don't. It's helpful to oversimplify this to a common currency of “perfcoin” Ⓟ even though that was never explicit at Google. Some activities generate Ⓟ, some don't. Google has built dozens of new chat apps because whenever you can have a good excuse for how this aligns with your business priorities, they generate lots of Ⓟ. The design documents are rich in Ⓟ, the tracking issues for each feature are rich in Ⓟ, getting the thing privacy-analyzed and internationalized can get you some Ⓟ, the inevitable work to merge it into another chat app is also worth Ⓟ. But please understand that the existence of Ⓟ is a result of semi-hierarchy. The manager exists (hierarchy) but has to point to an objective measure (Ⓟ) to say that you're not doing what you're supposed to (semi-), it is almost a mathematical deduction that this has to exist given that structure.
Now networking with people outside of your team, will never get you any Ⓟ. And this is not for lack of trying! When I was there it was a job responsibility to do some things that were not your job responsibility (“community contributions”) to try and associate Ⓟ with some form of networking! And everyone hated it, and it didn't work anyways. Manager-committees immediately decided that Ⓟ would not be awarded for excessive networking, just that you had to prove a little bit of networking or else Ⓟ would be deducted. Furthermore the most reliable community contributions were noncommunal—conducting hiring interviews being the easiest: probably this person will not be hired, but even if they are, you will never interact with this person ever again. But, you conducted N interviews in the quarter and that is just barely enough to not get docked some Ⓟ for being a shut-in.
I am giving somewhat of a negative portrait and it is not all negative, see Laszlo Bock’s Work Rules for the better parts. I'm just saying that the culture of not-my-department has been created by, and is sustained by, incentivization.
- Advice to Founders and CEOs
- Dear Founder (Maynard Webb) - The Hard Things About Hard Things (Ben Horowitz) - Straight Talk for Startups (Randy Komisar and Jantoon Reigersman) - The Founders’ Dilemmas (Noam Wasserman) - The Entrepreneur’s Daily Nietzsche (Brad Feld and Dave Jilk) - Build (Tony Fadell) - Zero to IPO (Frederic Kerrest) - The Great CEO Within (Matt Mochary)
Finance
- Wharton's Introduction to Financial Accounting course: [https://www.coursera.org/learn/wharton-accounting](https://w... - How Finance Works: The HBR Guide to Thinking Smart About the Numbers (Mihir Desai) - Financial Intelligence for Entrepreneurs: What You Really Need to Know About the Numbers (Karen Berman and Joe Knight)
Open-Book Company (Employee Ownership, Financial Literacy, Goal-setting)
- The Great Game of Business (Jack Stack and Bo Burlingham)
Legal
- Acceleration (Ryan Roberts) - The Entrepreneur’s Guide to Law and Strategy (Constance Bagley and Craig Dauchy)
Company Strategy and Direction (post-product/market fit)
- Crossing the Chasm (Geoff Moore) - Zone to Win (Geoff Moore) - Only the Paranoid Survive (Andy Grove) - Blitzscaling (Reid Hoffman and Chris Yeh) - The Innovator's Dilemma (Clayton Christensen) - Good to Great (Jim Collins) - Playing to Win (A.G. Lafley and Roger Martin) - Tape Sucks (Frank Slootman) - Strategy vol. 1&2 (Harvard Business Review)
Pricing
- Monetizing Innovation (Georg Tacke and Madhavan Ramanujan) - Confessions of the Pricing Man (Hermann Simon)
Startup Phase
- The Lean Startup (Eric Ries) - The Four Steps to the Epiphany (Steve Blank) - Zero to One (Peter Thiel)
Management/Leadership
- The Effective Executive (Peter Drucker) - Managing Humans (Michael Lopp) - The Art of Leadership (Michael Lopp) - High Output Management (Andy Grove) - Managing Oneself (Peter Drucker) - Essentials: Management (First Round Capital) - The Making of a Manager (Julie Zhuo) - The Powell Principles (Oren Harari) - Radical Candor (Kim Scott) - Leading Matters (John L. Hennessy) (fantastic book list in the coda) - Turn the Ship Around (L. David Marquet) (this is THE book on delegation) - Principles (Ray Dalio)
COO/Succession Planning
- Riding Shotgun (Nathan Bennett and Stephen A. Miles)
People Performance/HR/Culture
- Powerful (Patty McCord) - No Rules Rules (Reed Hastings and Erin Meyer) - Netflix culture deck - The Five Dysfunctions of a Team (Patrick Lencioni) - Work Rules! (Laszlo Bock) - It Doesn’t Have to Be Crazy at Work (DHH and Jason Fried) - The Culture Map (Erin Meyer) - The Talent War (Mike Sarraille and George Randle) - Great People Decisions (Claudio Fernández-Aráoz) - The Holloway Guide to Technical Recruiting and Hiring (Ozzie Osman) - Punished by Rewards (Alfie Kohn)
Purpose, Passion, and Self
- Start with Why (Simon Sinek) - What You Do is Who You Are (Ben Horowitz) - Drive (Daniel Pink) - Mindset (Carol Dweck) - Grit (Angela Duckworth) - The Almanack of Naval Ravikant (Eric Jorgenson)
Fundraising/VC
- Secrets of Sand Hill Road (Scott Kupor) - Venture Deals (Brad Feld and Jason Mendelson) - Raising Venture Capital (Andy Sparks) - The Business of Venture Capital (Mahendra Ramsinghani) - Done Deals (Udayan Gupta) - The Power Law (Sebastian Mallaby) - VC (Tom Nicholas)
Board
- Boardroom Excellence (Paul Brountas) - Startups Boards (Brad Feld and Mahendra Ramsinghani)
M&A
- Winning (Jack Welch) - M&A chapter - Connecting the Dots (John Chambers) - M&A chapter
Marketing
- Data-Driven Marketing (Mark Jeffery) - Positioning (Al Ries and Jack Trout) - Scientific Advertising (Claude Hopkins) - Traction (Gabriel Weinberg and Justin Mares) - Behind the Cloud (Marc Benioff and Carlye Adler) - Ogilvy on Advertising (David Ogilvy) - Marketing High Technology (William Davidow)
Psychology
- Influence (Robert Cialdini)
Negotiation
First, read Influence (under Psychology), then, in order
- Thinking in Bets (Annie Duke) - Getting to Yes (Roger Fisher and William Ury) - Never Split the Difference (Chris Voss) - The Bald Truth (David Falk)
Self
- The 7 Habits of Highly Effective People (Stephen Covey)
Design and UX
- Creative Confidence (Tom Kelley and David Kelley)
AI (Machine Learning, Deep Learning/Neural Networks)
- Andrew Ng's AI for Everyone course: [https://www.coursera.org/learn/ai-for-everyone](https://www....
Growth (Data Science, etc.)
- Hacking Growth (Sean Ellis and Morgan Brown)
Graph Theory
Product
- Inspired (Marty Cagan) - Joel on Software (Joel Spolsky)
Customer Loyalty/Customer Success
- Delivering Happiness (Tony Hsieh) - Setting the Table (Danny Meyer)
Finding a Startup Job
- Entering StartupLand (Jeffrey Bussgang)
CIO as ICP
- The CIO Paradox (Martha Heller) - Be the Business (Martha Heller)
Stories
- Made in America (Sam Walton) - Shoe Dog (Phil Knight) - The Everything Store (Brad Stone) - Built from Scratch (Bernie Marcus and Arthur Blank) - Hard Drive (James Wallace) - Steve Jobs (Walter Isaacson) - Elon Musk (Ashlee Vance) - Creativity, Inc. (Ed Catmull) - The Ride of a Lifetime (Bob Iger) - Valley of Genius (Adam Fisher) - The Idea Factory (Jon Gertner) - Dealers of Lightning (Michael Hertzik) - Idea Man (Paul Allen) - Pour Your Heart Into It (Howard Schultz)
- > conduct an RCT in which you hire some percentage of people who fail the test as a control group
You might enjoy Work Rules by Laszlo Bock. They actually did do this at Google to validate their interview approach.
- Project Oxygen is worth checking out. It was mentioned in "Work Rules" by Laszlo Bock https://rework.withgoogle.com/blog/the-evolution-of-project-...
- Laszlo Bock, Google's former head of HR, covered this idea in his book "Work Rules" [1]. It's a good read.
(disclaimer: I work at Google, although I read the book before I joined. I remember initially thinking the book was just corporate PR, but later I had the opportunity to see firsthand how accurate it was)
[1] https://smile.amazon.com/Work-Rules-Insights-Inside-Transfor...
- Laszlo Bock's Work Rules! highlights many things that have been tried and implemented at Google to improve recruiting and retention. It might be a bit effusive, but I think the insights generally do apply to many workplaces.
https://www.amazon.com/Work-Rules-Insights-Inside-Transform/...
