Fast Company has another excerpt of my book, Relentless Innovation, looking at factors that drive more innovation awareness into the culture of an organization. I’ve titled these factors the three R’s, recruiting, retraining and rewarding.
First, you need to consider the staff you have and their relationship with the culture. It’s possible your staff is highly attuned to efficiency, and you need more people with more creativity and innovation. You’ll need to recruit a new type of person, and perhaps define new kinds of roles to bring new thinking into the organization.
Second, you must capitalize on the great people within your organization, restoring a balance between innovation and efficiency. This means you should apply as much training to innovation and creativity skills as you do to efficiency and productivity skills and tools. What would happen if you placed the same emphasis on innovation when offering training to your team as you did to efficiency?
Third, you must put compensation plans in place that reflect the outcomes you want. If you want more innovation, then your evaluations, compensation schemes and reward structures must reflect the value that innovation has for your business.
Every Human Resources and Talent Management executive, take note – innovation is very important, and the role your team plays to support the three R’s – recruiting, retraining and rewarding – will determine how much innovation is possible in your firm.