How Google Makes The Perfect Team?

There is no substitute for creating new ideas in today’s competitive business environment and putting them to use. And it requires a great team who will show great teamwork through compromise and collaboration. But no one can do it except a few organizations. Google did a great deal of research to solve this problem called “Project Aristotle.” And through this, they discovered 5 great formulas-

According to a research report published in the Harvard Business Review: “The level of managers and employees working together in companies has increased by 50% in the last twenty years. In many companies, an employee spends 75% of their day working with other employees. ”

This is certainly a good aspect. But there is also the reverse side of the coin. Data from the same study: “In most cases, 20 to 35% of real teamwork is seen in only 3 to 5% of employees.”

So while open office plans are becoming popular these days, and space is being created for creative thinking and work, some areas need to be improved to get truly collaborative work or teamwork to bring out the best results.

Google’s “Project Aristotle”

Each organization has one or more teams. They also work together on different projects. But what is meant by true teamwork is like a golden deer to companies.

“Perfect teamwork” is not seen in many big companies except small companies.

Have you ever wondered what makes the team successful? And what is the reason that other teams can not be successful except just a few teams?

The human resource management of Google, one of the largest tech companies globally, has been searching for the answer to this question for a long time.

Like many other HR departments, Google’s department was focused on recruiting the ‘best talent.’ They spent most of their time recruiting, monitoring, and improving individuals. But most of Google’s work is saved through ‘Team’!

Finally, in 2012, a team of researchers from Google’s Human Resources Department started Project Aristotle. The point was, “How do Google teams work?” – Finding the perfect answer to this question.

To find the answer to this question, they conducted more than 200 interviews between more than 100 teams under the project over the next two years. The purpose was to find a way to build an effective team.

Researchers in this project try to find some patterns by reviewing various academic studies, which will help to find answers to the following questions:

• How important is the personality, education, and background of those in a team (for good teamwork)?
• Would it be better to unite self-centered people in a team?
• If team members are friends outside of the team in personal life, is that better for teamwork?
• Do the best teams have more people interested in one type of subject?

While researching and reviewing information to find answers to these questions, they found many things that would help create a perfect team. In between, our main topic of discussion is, of course, five formulas for building the best team, but there is one more issue out there. Let us first briefly discuss this issue:

How is more important than Who?

The first big piece of information that the researchers discovered while running the project was that the team’s composition does not have much effect on the team’s performance. The researchers looked at how the team members were working, determining the team’s performance.

Abby Dubey, a manager at Google’s People Analytics division, said: “We’ve done research on 160 teams from across the company. We’ve got a lot of information to do this. Still, we haven’t found anywhere that a team would do well if it brought together people with certain personalities, skills, or education. “In the case of a good team, the individual doesn’t really matter.”

So it turns out that the dynamics of a team are more important than the type of people in a team, that is, the way the team is working.

Google researchers have found that the idea of a team actually brings out the best work of the team. These ideals are actually the team’s unwritten rules determining how team members will interact with each other. These ideals are the secret to a team’s success.

Here are five key pointers in moving your team forward

Best-selling author Charles Duhig wrote in his New York Times article, “What Google Learned From Its Quest to Build the Perfect Team,”: How he treats others. Practicing the right ideals develops the overall skills and intelligence of a team. On the other hand, if the wrong ideology is practiced, even if each team member is the best in all respects, the team’s overall success does not come much.

Project Aristotle’s researchers, at one point, focused all their attention on finding out what these exact ideals were. And the result is a total of five ideals, which are the formula to make any team an effective team. Let’s take a brief look at them one by one:

01. Mental security:

The term “psychological safety” was first coined by Amy Edmundson, a professor at Harvard. According to him, feeling safe means that a team member can do his job with more ease. He told a TEDx conference that “it is a belief (within a team member) that he should not be punished or insulted for expressing his views, asking questions, expressing his thoughts, or even making a mistake.”

Julia Razowski, an analyst at Google’s R&D, said: That is the basis of the other four. “

The study found that Google’s sales team, which has a high level of mental security issues, averaged 16% more sales than its sales target. And teams with low mental security are 19% behind their targets on average.

Google’s research shows that when team members feel safe taking risks, that is, they will not be insulted or punished if they fail at something – they will be assured; At the same time, if you can openly tell others about your weaknesses and difficulties, those teams will do much better than other teams.

02. Dependency:

Reliance means that each team member will do their job well – a sense of certainty. Each team member will be able to rely on the other members to do the right thing at the right time.

If one person in a team cannot rely on another, then no one’s work will be right. Each team member must have full faith in the skills and sincerity of all the other team members. If a team member sees that others rely on him, his confidence in the work increases, which makes the work much better. In this way, if everyone can do their job properly, the whole team’s work will be better.

03. Clear ideas:

Suppose each team member clearly understands his own responsibilities. In that case, his part in the plan, and the purpose of his own and the team’s work, the quality of his work will be much better.

04. Meaning of work to yourself:

Every member of an effective team knows exactly what the purpose of his work is. Each member feels that the work of his team is very important to him personally. Because of this, he became enthusiastic about working hard.

05. Impact:

It’s a lot like the previous point, but it’s much bigger. In the previous point, the work that the team is doing carries a lot of money personally to a team member of the effective team. On the other hand, every member of a successful and effective team must also believe that what they are doing will have a huge impact on their organization and the world and its inhabitants. Team members need to understand how important the work they are doing is to the organization. At the same time, if possible, they should be given the idea that their work will affect the whole world.

Appendix

You don’t need the best people for the best performance of the team. You need the right people. It is also necessary to apply the right formula in the right place.