Introduction Like any other modern multinational, Google is facing several issues. These problems are associated with certain difficulties in the world economy, the high degree of competitiveness, diversity and so on. Google also faces issues that are quite typical for a rapidly growing company as the organization risks losing its culture. Thus, Google has been famous for its entrepreneurial culture but employees feel that their autonomy is decreasing and top management of the organization also admits that there are issues associated with leadership (Bershidsky 2013). Torrington et al. (2014) state that such issues associated with motivation and performance management can worsen the performance of the entire company and its development. These challenges have to be addressed immediately. This paper contains some recommendations as to solving the existing issues. First, it is important to note that these recommendations are developed in terms of the consequentialist approach, as the outcomes of the changes are central. The major message concerning participation in the plan will be based on the idea of benefits for the company as well as each employee. Employees will not be assigned but they will be encouraged to participate. This approach will make them more willing to take part in the plan and create actual changes. This will ensure the effectiveness of the measures that will be consistent with Google’s entrepreneurial culture. The vast majority of organizational changes and improvements require certain resources (human, financial and so on). Therefore, the first stage of the change will be addressing Google’s top management. It is important to inform the top management about the issues existing and provide them with a plan to address the challenges. The plan should be presented to top management during a meeting devoted to the need for change. The top management will have to be ready to invest time and money to implement the plan on improving performance at Google. The employees will have to complete certain surveys (which will be developed by HR professionals of the company) and will participate in many meetings and trainings. Hence, employees should have enough time to invest. It is important to add that the changes will start with the notes to employees concerning the need for change. HR professionals will develop several notes to inform employees about upcoming changes. This will make employees prepared and eager to participate effectively. They will see that the changes are needed and they will try to contribute to effective transformations within the organization (Snell, Morris & Bohlander 2015). The employees should know the agenda and they will be informed about the major challenges that will be addressed in the first place. They will also be encouraged to share their ideas on the matter. HR professionals will analyze the ideas provided and they can use some of these ideas if they are consistent with the overall plan. The process of active changes will take up to six months. After that period, the methods used to implement the change will become a part of the standard procedures of the organization. Of course, these procedures will be evaluated and adjusted to the changing environment (when necessary). Recom