Google has a problem.  Their employees are becoming millionaires.  And we’re not talking about the upper management (they’re millionaires too, of course).  It’s been estimated that up to 900 Google employees have become instantly rich because of stock options generously distributed by the company that turned to gold after Google went public in 2004.  Nine hundred.  Just consider that number for a minute.

The problem?  Google now has a sizeable population of employees who no longer need to work in order to live comfortably.  Can you say exodus?  And yet most of these newly wealthy employees have not left.  Why not?

Google’s millionaires are not leaving because they’re working for more than a paycheck.  They’re working for a purpose greater than themselves, on a new frontier.  Googlers would no sooner leave Google than the worlds’ top cancer researchers would stop searching for a cure.

Google’s business model is unique in the world, but the way they engage their employees can be taught - and learned - by employers in a broad swath of industries.  Are you ready to learn?

Don’t let Google’s list of benefits overwhelm you.  Gourmet meals, oil changes, car washes, dry cleaning, massage therapy, a gym, hair stylists, fitness classes, bike repair, digital toilets….  The list goes on, but what it doesn’t tell you is that Google is not great at everything.  In fact, we believe that Google fails in some important areas of engagement. 

Ask a Google employee about Life-Work Balance and you may hear stories about 60 or 70-hour work weeks.  Balanced?  Not quite.  Also, while Google has rethought and in many ways eliminated an organizational hierarchy, they may not clearly define career pathways for employees who want to grow into management or leadership positions.  Perfect?  Don’t believe the hype. 

The key to Google’s success is they understand their talent very, very well.  It’s helpful to think of the environment at Google as a university setting.  Long, coffee-fueled nights?  Perhaps.  The freedom and encouragement to explore new ideas?  Definitely.

Google invests in their employees’ Development.  You may have heard of 20% time, a brilliant time allocation scheme in which employees get to spend 20% of their working hours on projects of their own choice.  Gmail?  Google News?  These were developed by engineers working outside of Google’s core business during their 20% time.  Any engineer has the opportunity to innovate and create new products and services.  Working fewer hours may sound nice to some employees, but Google understands that what their talented engineers really crave is working on great projects using the best technology.  This keeps them motivated and coming back for more (even if they are millionaires).

Do no evil.  This simple motto used by Google has done much to create an environment of Trust, another area where they excel.  Some companies rely on business enemies to create enthusiasm.  Google, on the other hand, focuses on not becoming their own worst enemy and relies on a culture of innovation to keep their talent motivated.  “Google is not anti-anybody,” as John Miller of AOL said.

So what can you do?  First, forget the Google perks.  It’s easy to get lost among the gourmet chefs and tricked out bathrooms.  Second, remember that Google stinks at some things.  Next, here are some steps to get you moving in the right direction:

Learn about the 7 Dimensions of Engagement and how you can engage not just next gens, but every generation. Understand your talent.  What works for software engineers may not work for your people.  Survey your employees to find out where you stand.   

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