Google’s vice president of people operations, Laszlo Bock, says, “It’s not the company-provided lunch that keeps people here. Googlers tell us that there are three reasons they stay: the mission, the quality of the people, and the chance to build the skill set of a better leader or entrepreneur”.
I find it interesting that one of the world’s top ten brands actually measures through analytics why their people stay and progress with the company. Many companies we work with never get round to asking the basic questions as to why people work there, never mind analysing it so they can help them develop.
Have you asked why people stay with you? What motivates them to come to work each day and stay loyal to your company?
If you want to maintain anything like the loyalty that Google enjoys, maybe you should start thinking seriously about what you are doing and can do to keep your people loyal to your company.
Take a look at Google’s top three reasons why people stay. Firstly, the mission of the company. It states “To organize the world’s information and make it universally accessible and useful.” It’s clear, specific and makes people want to believe in it.
How does your mission make your people feel? Do they aspire to be better simply by reading it and do they want to live it? Or do they even know what your mission is?
Secondly, Googlers stay because of the quality of the people there. Ask yourself whether that’s one reason why you have staff loyalty; because they are happy with the quality of the people they work with. This needs a commitment to development and learning and advancement throughout the whole company, and will create an environment of creativity and innovation, if it is nurtured.
Thirdly, it’s the chance to improve their leadership skills while they work there. Do your people have the opportunity to learn, advance, create, produce, grow, develop and progress through job enrichment and shared responsibilities? Remember, if your people aren’t growing in their jobs, they are hibernating, and may be simply waiting for something better to come along.
Naturally, not all of us can aspire to be like the Google’s of this world. But we can all share a bit of the attitude and commitment they show towards their staff. With zero per cent turnover of staff in the last twelve months, and an average of 100 resumés received every day from aspiring co-workers, it appears the company has a knack of keeping employees loyal. Let’s hope some of that magic can rub off on us!