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Google’s

Total Reward Strategy


About Google
• Google has nearly 57,000 Employees worldwide.
• They believe that Googlers deserved programs tailored to their
preferences,
• Not just because a technique or strategy proved successful at other
companies didn’t automatically mean it would be effective at Google.
• For approximately the last 18 months, the compensation group at
Google was on a mission: to create a variety of reward and
recognition programs that met the specific needs of its workforce.
Problems faced by Google

The Problem: The Solution:


I. This industry faces many Employee recognition programs
problems such as attrition,
to enhance employee motivation,
confidentiality and loyalty.
satisfaction, and employee
II. Also talented professionals
have highly bargaining power productivity and improve
due to their knowledge & skills. organizational performance.
Pay – for – performance program

Google’s compensation It emphasizes on employee The average Google


program is called ‘pay-for development through on employee generates more
performance’ as it focuses the- job learning, training than $1 million in revenue
on providing reward for through classes by higher each year. This helps
strong performance as well officials, frequent Google leverage its
as training for overcoming departmental meetings and workforce productivity,
weaknesses for lectures of famous which in turn enhances
underperformers. personnel employee morale.
Rewarding Googlers
• Google spent the doing what it does best: gathering and analysing information. It
administered surveys, held focus groups, conducted academic research, perused
U.S studies, and interviewed and observed employees.
• The company figured out what turned employees on and off in terms of rewards
and recognition.
• Finally they have supported four types of programs:
• 1- Spot bonus Program.
• 2- No name program.
• 3- Peer Bonus.
• 4- Kudos.
Rewarding Googlers
• Spot-Bonus program: allows managers to award any employee who served on their
project teams with a larger monetary award of their choice or noncash recognition, such
as dinner for two.

• No name program: was designed for executives to recognize teams for outstanding
performance with group awards, ranging from team celebrations to team trips. Bringing
the first two into closer reach for employees was the end result of a laborious fact-
finding mission.

• Peer Bonus: whereby they can nominate their peers for $175 rewards—have been
modified based on the compensation group’s findings.
Kudos rewarding system
• Kudos: a peer-to- peer recognition program that lets employees send online
thank-you notes to co-workers without going through an approval process that
has accessibility through many devices.
• Employees keep accumulating the kudos and then convert it to financial or non
financial rewards from the “Rewards catalogue”.
• Custom Rewards is a feature that lets the organization custom select what items
you’d like to put in a virtual catalogue. From movie tickets to dinner at a local
restaurant to VIP parking.
Peer
Kudos rewarding system Employee
Kudos
Rewarding
or
Manager
System

• Peer-To-Peer Recognition: • Manager-To-Peer Recognition:

Kudos gives your team a formal place to When an employee does something truly
recognize and appreciate one another special, they deserve Kudos that stands
daily. But we go above and beyond the
out. Kudos facilitates a positive, top-down
rest with our built-in functionality that ties
recognition program via Awards and
peer recognition back to company values
Badges. You designate who in your
and reinforces the behaviours that mean
company has permission to send them,
success for your organization
and they’re also completely customizable

to your company’s brand and culture.


Thank You