With that, Pichai not only ended an era at Google, he symbolically closed the shutters on a dream held widely in the tech world—that one can scale a company to global ubiquity while maintaining the camaraderie of an idealistic clan.Pichai cited decreased attendance rates, the difficulty of running a real-time gathering across time zones, and an uptick in meetings among big product groups like Cloud or YouTube. His most resonant reason, however, was that Google employees could no longer be trusted to keep matters confidential. He cited “a coordinated effort to share our conversations outside of the company after every TGIF ... it has affected our ability to use TGIF as a forum for candid conversations on important topics.” He also noted that while many want to hear about product launches and business strategies, some attend to “hear answers on other topics.” It seems obvious he was referring to recent moments when aggrieved employees registered objections to Google’s policies and missteps—on developing a search engine for China , bestowing millions of dollars to executives charged with sexual misconduct, or hiring a former Homeland Security apparatchik. Pichai says Google may address such issues in specific town-hall meetings when warranted.
Google isn’t the only company to rein in its fora because not everyone on its team is on its team. Facebook recently had its own issues with its weekly all-hands, where Mark Zuckerberg fields questions from his own far-flung workforce. A July session of its weekly meeting leaked to Casey Newton of The Verge, who published it in its entirety. Zuckerberg not only acknowledged the authenticity of the leak but, on very little notice, decided to publicly live-stream the next week’s all-hands. Which sort of meant that it was no longer an internal meeting, but a kind of performance version of one. Facebook, too, is reconsidering its all-hands strategy.The loss of TGIF is huge. The ability to ask the boss any question in a timely fashion was a powerful symbol of employee empowerment. The practice began when Google was relatively tiny, as a relaxed session—beer was served!—where cofounders Larry Page and Sergey Brin took queries, no matter how challenging, from anyone who cared to ask. The company even invented an app that allowed employees to rank potential questions, so pressing ones would get precedence.
Details about the Stop Leaks program came to light as part of a lawsuit—filed in December 2016 by an unidentified Google employee—claiming the company’s confidentiality policies amounted to an internal “spying program” that illegally infringed on employees’ rights to discuss working conditions, report illegal conduct or product defects to authorities, or talk to other employers about job opportunities.
When I was writing a book about Google some years ago, I sat in on several TGIFs, held in the cavernous Charlie’s Cafe on the Mountain View campus. They followed a format that became a template for dozens of new companies thereafter. First was a welcoming ceremony of new employees (at peak a few dozen of them might attend), who were required to wear their “Noogler” beanies—colorful caps with plastic propellers on top. Then there would be news and announcements, followed by a presentation or demo by one or more groups. A new product or policy initiative might get announced, even if its real-world unveiling was months off. The company was confident that news would not leak out, and it didn’t. (For example, Google shared information that it was working on its own browser, Chrome, over a year before it actually launched.)