Leadership strategies for improving performance at Google

Google Company

Leaders apply different leadership styles which vary from one organization to another. The choice of leadership styles and the tools which are being used in leadership is what makes an organization excel or perform well. The following issues need to be addressed for effective leadership in Google Company;

Reward and Performance Practices

Reward and performance is a very sensitive area that needs to be improved if Google is to achieve the best out of the employees. Employees need to be motivated to work extra hard, the reward system should be tied to real performance and an individual's effort should be recognized and rewarded if such a performance is to be repeated from the same employee or to motivate the others to give the same amount of effort which generally improves on the organizations performance. While reward system is good for an organization it should not hinder team work as it might subject the employees to work independently owing to the fact that it is difficult to recognize an individual's input from a team work. The best reward and performance practice should embrace team work so that it does not encourage rivalry within the organization's departments. The reward system should be well structured so that it is open and the opportunity made equal to all employees (Ed Merritt, n.d).

Decision-making

Decision making is a key role in the organization that needs to be improved if the organization is to work effectively. Key decisions have to be reached within the fastest time possible so as to avoid time wasting and maximize on performance. It is for this reason that decision making abilities should not be rested on the leaders alone but should be devolved and participatory leadership encouraged where the subordinates are empowered to make certain decisions without having to consult with the overall leaders. This will encourage team work and a sense of belonging which is healthy for the general performance of the organization as it increases the productivity among the employees.

The involvement of the employees in the decision making process taps into their creativity whereby they become innovative and perform to their level best which improves the work environment and feel part of the decision as opposed to getting orders from the leaders. It however has to be regulated as some decisions need proper expertise which require the leaders' intervention or are either sensitive that they require the opinion of the leaders for affirmative actions. If not regulated the employees might make huge mistakes that can be costly to Google in the long run (Eric Goode, 2012).

Leadership and Organizational Structure

Google leaders have to make the organization structure as simple as possible and the communications lines as well as the ethics should be communicated clearly to the employees to guide their actions. Leaders need to eradicated unclear procedures and eliminate bureaucracies in the structure so as to enable free flow of information in both directions. Clear guidelines however have to be drawn as to the levels of the leaders and their responsibilities so as not to demoralize them and feel their roles have been taken over by the subordinates.

Clear organization structures have to be set so that the employees know the procedure when dealing with various so as to know where to channel them appropriately for a timely action. Lack of proper organization structure and leadership may contribute to untimely actions or delayed communications which may harm the organization in the long run.

Organization culture and change should also be taken into consideration as changing the culture may paralyze certain operations as employees are always resistant to change and any effort to make any changes should be widely consulted so as not to have a negative effect on the general performance among the employees. The impact of change should be evaluated against the gains so as to make an informed decision by the leaders. Lack of proper evaluation can negatively affect Google's productivity (Linda Devis, 2007).