My summary of what Google did: 1. Ask what makes a good manager (the behaviors) 2. Correlate this with an outcome (turnover). 3. Move the needle on other manag

My summary of what Google did: 1. Ask what makes a good manager (the behaviors) 2. Correlate this with an outcome (turnover). 3. Move the needle on other managers. 4. See result. This is a decent enough model, but you're working on the predicate that #1 is actually building a comprehensive model. These things may be important, but the chance of them being confounded with other variables is high. For example, you'll find that people that floss are healthier. Getting people to floss, however, isn't the solution. It's that people that care enough to floss embody numerous healthy behaviors (and future/intended behaviors). This is not to detract from what was done, but an exercise like this needs multiple loops to normalize. I'd be interested to compare this approach with just rolling out sound management training that is based on the last 10-20 years of literature.