The Google Model
Google conducted interviews with more than 200 employees and analyzed over 250 attributes of more than 180 Google teams.
Their findings?
A team’s effectiveness is less about who is on the team and more about how the team members interact, structure their work, and view their contributions.
They identified five key dynamics for a successful team:
Psychological safety – Feeling able to take risks without feeling insecure or embarrassed.
Dependability – Being able to count on each other to deliver high-quality work on time.
Structure & clarity – Having clear goals, roles, and plans for each member and the group as a whole.
Meaning of work – Working on something personally important to each team member.
Impact of work – The belief that the work being done matters.
Although Google found psychological safety the most important of the five dynamics (it underpins the other four), all are important to creating a high-performing team.
The Google model is suited to managers who want to figure out where a team needs to improve and helps teammates talk about how to improve in a structured way.
谷歌采访了200多名员工，分析了公司180多个团队的250多项特征。结果如何呢？
与团队的成员构成相比， 成员如何沟通交流、怎样安排工作、审视各自的贡献 ，会对团队效能产生更大的影响。
根据调查结果，谷歌认为成功团队需具备的以下五个动力因素：
心理安全感 ——团队成员敢于表达意见，不会觉得危险或尴尬。
可靠性 ——成员之间能互相依赖，按时交付高质量的工作。
结构清晰 ——无论是成员个人还是整个团队，都有明确的发展目标、清晰的角色定位和计划安排。
工作意义 ——工作能让每位员工体会到个人的价值与重要性。
工作影响力 ——确信工作是有意义的。
谷歌的调查结果显示：在这五大动力因素中， 心理安全感最为重要（它是其他四种的基础）。 但在打造高绩效团队时，这五大因素都相当重要！
若管理者想知道团队有哪些地方需要改进，谷歌模型便是最佳选择！此外，该模型有助于团队成员更有组织、更有规划地讨论如何改善不足。
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