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Do you have employees, or are you planning to become a (good) manager? Is your company focusing on people more on paper than in reality? Well, there are always solutions to leverage your people processes, and some are great and free of charge.

Around a year ago I discovered that Google gathered some of its corporate people-management learnings on a blog/wiki site. Besides its great blog updates (also available on Linkedin page) there are a lot of tools and processes to check and if not adopt one, at least check them along with your current ones. Also, you will find some very useful Case Studies which I assume you are very interested in.

Here's the complete list:

1. Hire by committee

Using committees can introduce diverse perspectives, helping you to reach a more objective decision for the long-term (4 STEPS, but no TOOLS).

2. Use structured interviewing

Using consistent questions and grading rubrics can improve the candidate experience and be predictive of future performance (9 STEPS, 1 TOOL).

3. Create a job description

Defining responsibilities and qualifications can help you set organizational and role expectations to attract the right talent (4 STEPS, 1 TOOL).

4. Care professionally and personally for your team

Supporting the careers and well-being of team members requires flexible and empathetic management (5 STEPS 2 TOOLS).

5. Raise awareness about unconscious bias

Learning the science and hosting a workshop can help you understand the impact of unconscious bias and begin unbiasing (7 STEPS, 1 TOOL).

6. Gather data and measure decisions

Measuring programs and decisions can demonstrate impact and reveal where unconscious bias may negatively influence outcomes (5 STEPS, 0 TOOLS).

7. Understand team effectiveness

Fostering psychological safety can help teams perform and innovate, Google found while trying to understand what makes team great (7 STEPS, 2 TOOLS).

8. Structure and check for pay equity

Designing and auditing fair pay practices are steps organizations everywhere can take to create more equitable workplaces (8 STEPS, 1 TOOL).

9. Set goals with OKRs

Goal setting has been shown to boost performance. Objectives and Key Results (OKRs) are a way to set goals and measure progress (10 STEPS 1 TOOL).

10. Identify what makes a great manager

Knowing what makes a manager great at your organization is key to communicating clear expectations and tailoring development practices (3 STEPS 0 TOOLS).

11. Develop and support managers

Growing and training managers, with the help of Google's training workshop, can help build a culture of great management (5 STEPS 1 TOOL).

12. Recognize and learn from great managers

Celebrating your great managers publicly can help model good management behavior for the rest of your organization. (3 STEPS, 0 TOOLS).

13. Adopt an analytics mindset

The analytics mindset uses data and science to inform dialogue, asks better questions, and diagnoses causes to find solutions (8 STEPS, 0 TOOLS).

14. Identify and define your metrics

Collecting the right data and defining your metrics is foundational for data-driven decision making (11 STEPS, 0 TOOLS).

15. Review resumes

Screening for qualifications, consistency, and impact can help you match candidates to the right roles and make better decisions (5 STEPS, 0 TOOLS).

16. Train your interviewers

Providing guidance on interviewing and writing feedback can ensure that you have the data to make informed, thorough hiring decisions (7 STEPS, 2 TOOLS).

17. Shape the candidate experience

Creating a positive candidate experience can boost interview satisfaction and influence a candidate's final decision (7 STEPS 1 TOOL).

18. Give feedback to managers

Setting clear expectations and giving actionable feedback can help managers develop their skills and build trust with their teams (3 STEPS 1 TOOL).

19. Coach managers to coach

Coaching adaptively, by having flexible conversations in one-on-one meetings, can help managers meet the needs of individual employees (3 STEPS 1 TOOL).

20. Empower your team

Knowing how to motivate and delegate can help a manager build trust with their team and improve impact (4 STEPS, 0 TOOLS).

21. Stay technical and results-focused

Having the skills to work alongside the team can help managers build credibility and demonstrates a focus on getting things done (3 STEPS, 0 TOOLS).

22. Use structure and criteria

Using consistent structure and clear criteria can lead to more objective decisions (5 STEPS, 1 TOOL).

23. Set and communicate a team vision

Having a clear vision can make communicating expectations and giving feedback easier and more productive (4 STEPS, 0 TOOLS).

24. Evaluate subtle messages

Giving your first thoughts a second look and recognizing subtleties can help you create a more inclusive environment (4 STEPS, 0 TOOLS).

25. Hold everyone accountable

Training employees to identify unconscious bias and respectfully intervene can help increase accountability and drive action (3 STEPS, 2 TOOLS).

26. Run an employee survey

Running a good employee survey allows you to collect employee feedback to glean insights and gauge effectiveness (10 STEPS, 0 TOOLS).

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