A recent article on the CIPD website gave an interesting insight into the approach to management within Google.
With their relatively flat structure, the concept of line managers taking primary responsibility for team members performance is overturned in favour of more peer-to-peer evaluation.
They value fellow team members both providing feedback on each others performance and helping to identifying solutions to any issues which arise.
This approach supports their desire to work as a 'High Performing Organisation' and we would naturally advocate that this type of peer review, which is a founding principle of 360 degree feedback, is a crucial element to high performance.
The ability to measure, modify behaviour, improve and review performance continuously is fundamental to any organisation wishing to perform at the highest levels in a sustained way.
John
With their relatively flat structure, the concept of line managers taking primary responsibility for team members performance is overturned in favour of more peer-to-peer evaluation.
They value fellow team members both providing feedback on each others performance and helping to identifying solutions to any issues which arise.
This approach supports their desire to work as a 'High Performing Organisation' and we would naturally advocate that this type of peer review, which is a founding principle of 360 degree feedback, is a crucial element to high performance.
The ability to measure, modify behaviour, improve and review performance continuously is fundamental to any organisation wishing to perform at the highest levels in a sustained way.
John
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