Case Study Of Project Oxygen

Project Oxygen was a broad research program Google launched to determine whether managers matter. Once the research results enabled the team to conclude that managers do in fact matter, Google set out to discover what exactly their managers did best, and then identify the specific attributes good managers possess. Google employees then worked to develop a management-training program that to aimed nurture the eight effective manager behaviors in its managers. Building off the success of Project Oxygen, Prasad Sett, Google vice president of people analytics, must determine what the people analytics team should do next. Mr. Setty can choose to; expand Project Oxygen to focus more on senior managers of the company, implement a project to learn more about the complete life cycle of managers, or use the Oxygen …show more content…
Setty could choose to launch a research project to learn more about the life cycle managers. The team would analyze job transitions for weak managers and the company’s aptness in rewarding and retaining top managers. The goal would be to create a virtuous, reinforcing cycle. In order for Google to maintain its strong profits and sustain its competitiveness, it must retain its top talent, and incentivize employees by rewarding good work. Furthermore, employee turnover results wasted training and recruiting costs, and requires the company to assume even more costs for recruiting and selecting replacements. Google avoids large costs if it is able to retain its top managers. Additionally, good managers have a large positive impact on employee satisfaction. (Exhibit 2), and rewarding good work also increases customer satisfaction. Negatively, employees may see Google’s detailed analysis of their performance, and suggestions to attend manager courses, as invasive and overbearing. This may not only threaten customer satisfaction, but could also constrain employees and go against the free and decentralized business environment the company