Ever data-obsessed, Google uses statistics gathered from current and former employees to
recommend certain courses to managers at different points in their career, say after a move to a new city or
joining a new team.
The fact that these insights aren’t wholly original doesn’t mean Google’s contributions
aren’t valuable. In fact, in some ways, the ‘employee performance optimization’ movement has given us a
method for talking about our insecurities, fears, and aspirations in more constructive ways.
People innovate more. They stick around at the company longer. They seem happier. And
honestly, the happiness by itself is enough of a result. That's kind the right thing to do and the right way
to treat people.