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An employee is first and foremost a human being - their expectations, fears, and needs are in the center of attention and a key driver of changes in the company where they work. New technologies, economic, political and cultural development, as well as the industrial revolution, have a diametrical impact on the labor market, companies operating in it, as well as HR departments, stand at the front of this positive transformation, which is not only business, but above all public.

It would seem that everything has already been said and written about it. However, many people are constantly looking for reliable data and first-hand ideas that will allow them to better prepare for the challenges ahead. Presentations of interesting, and often controversial, ideas lead to "intense" discussions and many practical activities.

Nowadays, HR specialists often have to prove that their actions have an impact on the company's efficiency. The authors of the book, relying on their own methodology, propose effective techniques allowing to precisely define the financial results of decisions in the field of HRM and the choices of employees themselves.

At a time when business is in great need of growth, the most important leaders bring to their organizations a focus on performance. This view is different from the stubborn focus on efficiency that has characterized managerial thinking over the past 30 years.

Work efficiency is most often defined as "the number of hours of work performed to accomplish tasks in relation to the standard in terms of business applications or conditions." Efficiency is to do the same with less money. Companies most often increase efficiency, trying to reduce the number of working hours needed to achieve the same level of production. Translate to bills because the company creates less on wages and other service costs. Therefore, efficiency consists in reducing the denominator, i.e. expenditure - number of employees, working hours - in order to change profitability.

The key message in this book: It’s clear why everyone wants to work at Google. Google also gives power to its employees and keeps them happy and challenged at their jobs. By reviewing these strategies, you can lead and maintain a successful company.  Actionable advice: Hire in teams.

Why you need to read this book

• learn how to prioritize tasks and respond flexibly to changing market conditions;

• start setting ambitious goals and track them against specific and measurable key outcomes;

• figure out how to motivate employees to teamwork;

• understand how to achieve the largest ambitious super goal.

Who! - this is the number one problem. Not that.

People are the most valuable and at the same time the most problematic asset of any organization. How to make a person feel good at work? How to achieve full return? How to protect the company from “brain drain”? How to get the most talented, bright and productive employees themselves, and save money on salaries? “Everything is possible”, says Bob Nelson, because money is not the main thing. 

«Remote is not just a powerful toolbox … It’s full of fascinating insights into collaboration, innovation, and the human mind».
Leo Babauta, author of Zen Habits: Handbook for Life

Today we prepare something interesting. We make a summary of the book “Remote. Office is not required” if you don't have time to read this book, just use our summary. It takes 5 minutes to read it.