Google Stakeholder Analysis – Employees

This post is a Google stakeholder analysis focused on employees. Google employees are a primary stakeholder in the company.


Google Stakeholder Analysis: Google, a company with above and beyond employee perks
Google, a company with above and beyond employee perks

Google Inc. better known as Google is a multinational technology company that offers a variety of Internet services. The company produces software, web browsing, applications, cloud computing, advertising, and many other services. Larry Page and Sergey Brin, two Stanford University Ph.D. students founded Google in 1998.

Google started as a small start-up that focused primarily on “(…) creating algorithms to help people sort quickly through the rapidly growing amount of content being put online.” (Beattie, 2015). Their advanced algorithms made them the preferred search engine a few years after their start. Google was in the top three “The World’s Most Value Brands” according to Forbes in 2015, with over 65 billion dollars in sales. After only eighteen years Google has become an icon of success in the technology sector. Continuous innovation and improvement were key factors in Google’s success.

Employees as a primary Stakeholder

A stakeholder is defined “as any group or individual who can affect or is affected by the achievement of a corporation/s purpose” (Harrison, Wicks, & Freeman, 2007). Google, as well as any other company, will feel the effect of its stakeholders. Employees are one of Google’s primary stakeholders. The creative and innovative process that Google strives for comes from its talented employees. Google recognizes employees as primary stakeholders and demonstrates their continuous effort to improve employee’s happiness and work satisfaction.

Employee’s effect on Google

As a primary stakeholder employees have a significant influence on several aspects of Google. Employees influence the areas of productivity, innovation, and expenses. Even though there are many more areas were employees will impact Google the following paper will focus on the previously mention areas.

Employees are very well compensated at Google with an above-average salary and multiple benefits. Out of the conventional benefits that employees receive in multinational companies, Google offers out of the ordinary perks. Some of these perks are fitness centers, gourmet dining, rest areas, personal trainers, free haircuts, laundry, etc. All those perks and compensations affect Google’s budget but are also are an investment to their employees.

The combination of all those perks and benefits has definitely impacted Google’s employee satisfaction. Google was rank as the number 1 place to work for by Glassdoor in 2015. “The search giant has been one of Glassdoor’s Best Places To Work for seven years but takes first place for the first time.” (Dill, 2014) Positive feedback from employees in several years has not only created a high company image but also encourage applicants from all over the world to pursue a career in Google.

“With more than two million applicants a year, it seems like everyone wants to work at the search giant.” (Phelps, 2014)

Google receives over two million applications a year, therefore getting a job in Google is highly competitive. It is a challenge for the applicant to keep up with the competition, but it is also a challenge for Google to manage the applications. Even though the number of applications will take large amounts of time and money, Google is almost certain to fill out vacancies with outstanding applicants.

80/20 Program

The computer services industry is very fast passed, and only companies that offer the best performance and the most innovative methods will stay in the game.

“Google’s 80/20 program allowed employees to pursue their passions in their jobs. The company lets employees spend 80percent of their work time on their traditional jobs and 20percent on projects that they think will help the company.” (Zennine, 2014) 20% of work time dedicated to independent projects is a significant amount of. During that time employees will usually focus on more creative ideas and think outside of the box. Employees will not only feel more satisfaction due to work liberty but will in many cases bring innovative ideas that Google can pursue and implemented in their business. Google 80/20 program “parked some of the company’s biggest innovations including its huge moneymaker AdSense, Gmail, Google Talk, and Google News” (McGlaun, 2013) There have also been several other small scale innovations that Google has implemented in their business.

Productivity is another factor that will influence Google. Google’s main focus is not producing a tangible product, but services that are mostly intangible. The services they are “produced” and improved by their employees. Google puts great effort into fabricating a comfortable environment for employees to work, and it seems that it has brought them great benefits. The spaces have shown to promote high productivity, collaboration, and creativity. As Jordan Newman, Google spokesman, the testimony said: “to create the happiest, most productive workplace in the world,”  


Google philosophy focuses on creating a great place to work for employees and innovative products that will lead the computer services industry. Google employees have shown high productivity and job satisfaction, which has let to outstanding performance in developing products. Employees’ high satisfaction rate has incentivized outstanding candidates to join Google. Some creative employees have initiated independent projects such as Gmail that have been successful and have brought Google great profits.

The influence between the stakeholders, in this case, the employees and Google goes back and forth. Google gets great benefits from working with a highly motivated, creative and committed team, but the employees benefit from the company too. In exchange, they receive benefits to keep them healthy, motivated and helps them have a good work-life balance.

Works Cited

Beattie, A. (2015, April 24). Investopedia. Retrieved February 2016, from The Story

Behind Google’s Success:

Zennine, M. (2014, December 10). Dailymail. Retrieved February 2016, from

McGlaun, S. (2013, August 19). Retrieved February 2016, from

Dill, K. (2014, December 10). Forbes. Retrieved February 2016, from

Phelps, S. (2014, August 2014). Retrieved February 2016, from Forbes:

Harrison, J. S., Wicks, A. C., & Freeman, E. (2007). Managing for Stakeholders. Yale University Press.

(n.d.). Retrieved February 20, 2016, from Forbes: