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Summary of the Case: Write a brief summary of the case. Answer the question: What is the case about? Write two to three paragraphs only.
Summary of the Case: This case is about the issues at Google regarding the poaching of its employees due to various reasons, despite being among those companies that are ranked among the best employers in the world. Google has been facing major problems as companies such as Facebook and other fast-growing internet-based start-ups are attempting to poach its employees.
For instance, three of its immensely talented employees had developed an idea on how to handle Web Video, and they decided to quit Google to pursue that strategy. They had left despite being offered a blank cheque by Google, as they knew that if they stayed back, they might just be able to breathe life into their ideas, but all the credit would be stolen by the company.
Furthermore, Google was unable to retain its talented employees because most of them observed that the company was at a standstill position as far as its growth was concerned, just like any major corporation tends to do. Thus, ambitious employees started leaving Google for better opportunities, and they started companies like Facebook where the work processes were faster and therefore more robust.
Problem: What management problem did you identify in the case?
Problem: The management problem that could be identified from the case was that of employee turnover, which was high because of Google's slow bureaucratic growth. The company was struggling to retain its talent, but was mostly unsuccessful in their attempts as the employees who were leaving did not do so due to their salary but because they wanted more for themselves.
Objectives: If you will break down the management problem into smaller questions, what would they be?
Objectives: The objectives of the management were to -
1. Provide the employees with a workspace where they could feel fulfilled
2. Provide the workforce with the opportunity to work independently in an attempt to retain talent
3. Fight off fast-growing internet-based companies such as Facebook and others, who were trying to poach their prized employees.
Methodology: For each question above, what do you need to do to answer the question? What kind of information do you need to gather? What analysis tool do you need to use to process the information you gathered?
Methodology: In order to understand the requirements of the employees and provide them with a workspace that would make them feel fulfilled, case study researchneeds to be conducted, and the results would give an idea of the issues they face, which would then provide the required insight for forming strategies and policies that would keep them loyal to Google. The insights derived from the chosen case studies will also throw light on the importance that the employees give towards independence in the workplace. Apart from this tool, a comprehensiveliterature assessment can be conducted to collect information regarding the methods that can be implemented by Google to retain its employees and prevent them from being poached by other major companies such as Facebook. In other words, this secondary research will consist mostly of case studies and articles, which would shed light on the various policies that have been implemented by other companies to reduce the employee turnover when they had been faced with a similar situation.
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Case Discussion
Case Facts: What information from the case do you find relevant to the questions you asked? What information have you gathered from other sources that would be useful to answer the questions?
Case Facts: It is no secret that employees who are allowed to enjoy autonomy are essentially more fulfilled and are therefore highly likely to stick with their employers. They are also significantly happier, and they tend to be more productive as well (Khan, Nawaz, Aleem, & Hamed, 2012). When workers are given the opportunity to exercise their roles with freedom, they end up transforming themselves, sometimes even their entire departments, which usually benefits the organization in the long run by serving its interests (Van den Broeck, Vansteenkiste, De Witte, Soenens, & Lens, 2010). An autonomous workforce tends to grow in a healthier way, as the employees do not have to face any hurdles or questions for every step they take. When employees are happy, they can provide better customer service as well, since their level of devotion automatically increases.
Furthermore, in order to retain the top talent, most enterprises indulge in the creation of an environment, which makes the workers feel like they are the company's most vital assets. It is not recommended to make them feel like liabilities or like an overhead (Stahl, et al., 2012). In fact, they need to understand that they contribution is valuable to the enterprise, and the goals, expectations and other parameters must be made well-known to them (Oladapo, 2014). Creating a workplace culture that is not only honest but also open to change and suggestions helps significantly as well, since when the management makes it clear that they are concerned about the employees, the workers tend to develop a sense of loyalty, and for this purpose, having a very clear line of communication is very important (Porter, 2011).
Case Facts Analysis: Using the tools you identified in ‘Methodology', analyze the information from the case facts. What are the answers to the questions?
Case Facts Analysis: As can be deduced from the provided case study and the case facts stated above, Google as an employer had been worried about its employees leaving the organization due to numerous reasons, none of which were related to monetary problems.
The company has tried taking aggressive measures for retaining the talent, and this has been all the more important in the case of those prized employees who wished to leave their jobs and become entrepreneurs themselves. Google started imparting a certain flexibility to those employees so that they could work independently and also recruit other workers who would be managed exclusively by them. In turn, they utilized the company's computers and other infrastructure to give life to their own ideas. In fact, the company's founders even gave the employees the liberty to dedicate up to 20 per cent of their time to their personal goals and interests.
Many employees had been leaving Google also because they felt that the company had come to a standstill or was moving forward very slowly. The zeal to do more with their careers pushed them to leave Google and join faster-growing companies such as Facebook, as they had better opportunities for accelerating their career growth.
Thus, as measures to meet the management objectives, Google can look for opportunities that would help their employees feel that they are valued, which would enable them to feel fulfilled, thereby resulting in higher talent retention. Moreover, the company can continue to pursue its flexible working policies and encourage the employees to develop their own ideas, as this idea of independence can attract them greatly. Also, undertaking measures to encourage innovation within Google through workshops, seminars and other kinds of brainstorming sessions will enable it to gain traction, which would inhibit it from becoming boring or slow-moving when compared to other enterprises such as Facebook.
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Conclusion
Alternative Solutions: Study the answers to the questions. Go back to the management problem. What two solutions can you offer to solve the problem? Compare the costs and benefits or advantages and disadvantages of each solution
Alternative Solutions: As an alternative solution, Google can lure its employees with a pre-initial public offering stock, an advantage that most private companies have in their books. Moreover, the company can also increase the time that it allows its employees to focus on their personal projects. Instead of the current 20 per cent, perhaps they could be allowed to spend up to 25 per cent of their time dedicated to their pet projects, which would increase the flexibility and result in increased satisfaction among the workers. The first solution will result in the loss of control over the company stock on part of Google, which might come across as a disadvantage. However, the workers would be bound to the company through the promise of these funds, which would thereby increase their chances of retention, leading to profits for the company (Harter, Schmidt, Asplund, Killham, & Agrawal, 2010). Also, an additional time allotted to the pet projects of the employees might seem like the company productivity could be compromised, but the profits incurred from those very personal projects under Google itself would compensate for the same.
Recommendation: Which of the two solutions do you recommend? Why? How do you recommend the solution should be implemented?
Recommendation: As a recommendation, it can be said that Google can pursue its pre-IPO stock strategy, together with the brainstorming sessions for encouraging innovation. This is because both these strategies would help retain employees, while adding value to the company. When it comes to the implementation part, Google can conduct regular workshops, seminars and so on to encourage the development of new ideas in an attempt to ensure that development at the enterprise does not slow down, while employees who offer to resign for a better job at other companies can be lured through pre-IPO stock instead of a blank cheque.
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