Messiness is not an objective in itself (if it was, we know some teens who would be great hires), but since it is a frequent by-product of self-expression and innovation, it’s usually a good sign. And squashing it, which we’ve seen in so many companies, can have a surprisingly powerful negative effect. It’s OK to let your office be one hot mess. But while offices can be crowded and messy, they need to provide employees with everything they need to get the job done. (Goes on to say) Be very generous with the resources they need to do their work. Be stingy with the stuff that doesn’t matter, like fancy furniture and big offices, but invest in the stuff that does.
Marissa Mayer, who became one of Silicon Valley’s most famous working mothers not long after she took over as Yahoo’s CEO in 2012, says that burnout isn’t caused by working too hard, but by resentment at having to give up what really matters to you. 46 Give your smart creatives control, and they will usually make their own best decisions about how to balance their lives. …. If someone is so critical to the company’s success that he believes he can’t unplug for a week or two without things crashing down, then there is a larger problem that must be addressed.
Jonathan Rosenberg’s Career Exercise
Think about your ideal job, not today but five years from now. Where do you want to be? What do you want to do? How much do you want to make? Write down the job description: If you saw this job on a website , what would the posting look like? Now fast forward four or five years and assume you are in that job. What does your five-years-from-now résumé look like? What’s the path you took from now to then to get to your best place? Keep thinking about that ideal job, and assess your strengths and weaknesses in light of it. What do you need to improve to get there? This step requires external input, so talk to your manager or peers and get their take on it. Finally, how will you get there? What training do you need? What work experience? By the way, if your conclusion is that you are ready for your ideal job today, then you aren’t thinking big enough. Start over and make that ideal job a stretch, not a gimme.
Google’s Hiring Do’s & Don’ts written by Eric Schmidt
Hire people who are smarter and more knowledgeable than you are.
Don’t hire people you can’t learn from or be challenged by.
Hire people who will add value to the product and our culture.
Don’t hire people who won’t contribute well to both.
Hire people who will get things done.
Don’t hire people who just think about problems.
Hire people who are enthusiastic, self-motivated, and passionate.
Don’t hire people who just want a job.
Hire people who inspire and work well with others.
Don’t hire people who prefer to work alone.
Hire people who will grow with your team and with the company.
Don’t hire people with narrow skill sets or interests.
Hire people who are well rounded, with unique interests and talents.
Don’t hire people who only live to work.
Hire people who are ethical and who communicate openly.
Don’t hire people who are political or manipulative.
Hire only when you’ve found a great candidate.
Don’t settle for anything less.
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