Google Management Methods: The Car Thing
April 6, 2017
I like to track Google’s behavior for management insights. I noted what might be a great moment in Google’s management methods. The article “Google Paid Its Self-Driving Car Boss $120 Million and Then He Left for Uber.” The write up told me in sterling journalistic prose:
Embattled engineer Anthony Levandowski collected $120 million from Google, despite involvement with at least one start-up that would ultimately compete with the company, according to new legal filings. Levandowski was already trying to staff up his competing start-up, Otto, while he worked at Google — but he waited until he got his payout to make the details of Otto public, a lawsuit said.
If this is accurate, I surmise that:
- Alphabet Google management reviewed Mr. Levandowski’s performance, spoke to some of his colleagues, and maybe asked a peer or two for some information about Mr. Lewandowski; for example, Is he a team player? Is he moving the ball down the field?
- The personnel review, prepared by the smart Googlers, flashed green and someone in management okayed a bonus of $120 million. Most employees have a spending authority limit. Few employees can sign of on $1.2 million and then hit the volleyball court. Accountability in action?
- Mr. Lewandowski, if the write up is on the money, was recruiting people and doing other sort of work related things. I assume this involved email, phone calls, and face-to-face interviews. Obviously Mr. Lewandowski’s activities did not seem untoward.
My observation is that the Google management method involves some procedures which fuzzify what is going on. My thought is that this is the augmented reality, Google Glass approach to management. Errors in perception can be rectified in court.
McKinsey, Bain, BCG, and other blue chip management consulting firms have a great deal to learn from Google. I wonder if a book about Google’s management methods will become available on the Google Play store soon. Here’s hoping.
Stephen E Arnold, April 6, 2017
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