How To Motivate Team Creativity

The word "P > innovation" has been a unique workplace culture since its creation, but writing literally has become a common problem in this field.

It's easy to say, but it's another thing to really put it into practice.

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< p > create a creative working environment < /p >

< p > in the increasingly competitive era, in a sense, < a href= "http://pop.sjfzxm.com/popimg/fz/index.aspx" > innovation > /a "is even more important than attracting and retaining talents.

In order to achieve this, it is particularly important to create a challenging, highly valued and creative work environment.

However, the first problem is how to distinguish between enterprises that really need such an environment.

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< p > I think that depends on the business environment and professional scope of your team.

A creative environment will enable every staff member to express their opinions and ideas freely. Similarly, such an environment can provide constructive support for further in-depth analysis and extension of these ideas.

As far as I am concerned, I think some departments are not suitable for too much freedom of innovation. For example, salary standards, customer service and human resources should be operated according to the established standards of enterprises, so as to ensure the stability of enterprises and the unity of external image, while other aspects should be properly innovating on the premise of guaranteeing the interests of enterprises.

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"P" is more important than a manager's own innovation. It is more important to stimulate the innovation and enthusiasm of the subordinates.

First of all, we must establish an open environment, that is, brainstorming. In addition, we must recognize the positive role of innovation.

Some departments or enterprises will adopt anonymous way of admonition, but I am not very much in favor of managing the team in this way. If it is a good proposal, it will stimulate the enthusiasm of other employees in a healthy way of "comparison", and there is no need to be anonymous. Two, if it is a negative information similar to the report, it will make the team feel insecure and not conducive to teamwork.

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< p > to create a creative working environment, the core factor is that employees are not afraid of innovation.

Perhaps you will be surprised that anyone will be afraid of innovation. The fact is that innovation means change, and change may touch some people's nerves.

Especially in some long history companies, their interpersonal relationships are intricate and complicated, and any minor changes may lead to a series of chain reactions.

For Chinese employees, there is also a common fear that they are afraid to express their views.

Obviously, there are good ideas and good ideas, but because of the fear of public attention, the performance opportunities are lost, and the business has lost a significant business opportunity.

As a href= "http://www.91se91.com/news/index_x.asp" > manager < /a >, it is not more disappointing and more disappointing than this.

Therefore, in such a situation, a good leader needs to take certain measures to encourage employees to express their courage.

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< p > KPI helps innovation? < /p >

< p > for KPI, there are two distinct points of view: one is that this is one of the most important tools for managers. Through the hard data that can be seen, we can understand the completion of employees' work, while the other thinks that this way tends to make employees focus only on workload and neglect quality, and in some ways even stifle employees' initiative in innovation.

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< p > I think that whether KPI works or not depends on different businesses. Even though KPI is not the most efficient performance measurement tool, it is still an important element to measure whether the business is stable or not. It is still one of the most useful tools to share, reward and encourage innovation.

However, it is only one of the tools and can not be regarded as the sole criterion for assessing employees.

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< p > many companies will show outstanding employees' work thoughts and achievements through year-end concluding speeches. On the one hand, they will be regarded as personal benefits to excellent employees, and on the other hand, they hope to achieve the purpose of inspiring innovation.

But this is just the beginning. I believe that the value of such things is not limited to annual meetings or business departments, but should be appropriately increased and appropriately expanded.

The R & D department is obviously one of the best demonstration departments to encourage innovation and creativity, and its employees work regularly to share new ideas and new ideas.

This is actually equivalent to a soft performance appraisal tool.

If everyone has the idea of not to concede defeat, then this sharing communication can promote healthy competition among employees.

Managers should learn to identify benign and valuable innovations and guide employees so as not to overly focus on innovation and neglect their job.

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< p > create creative talents supply chain < /p >

< p > in actual management, it is essential to encourage employees at different levels.

Among them, < a href= "http://xm.sjfzxm.com/" > salary < /a > welfare material incentives is one of the most important incentives.

Now, an encouraging phenomenon is that Chinese entrepreneurs are turning around. Most of these people are willing to take risks and innovate, and are willing to pay a lot of costs for innovation, hoping to hire highly creative executives from former foreign companies.

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< p > for mature business professionals, the most important reason why companies are willing to hunt them through headhunting companies is that these excellent talents can often inject new blood into the existing teams and enterprises, and even make them glow with new vitality.

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< p > for the novice in the workplace, many companies have launched some innovative talents training programs among interns and relatively shallow employees.

Obviously, the sooner we develop the innovation capability of our employees, the sooner we will get profits.

Of course, such a situation often occurs in large enterprises. Because of the restrictions of various external conditions, leaders of small and medium-sized enterprises are often unable to carry out basic training.

In this regard, I think we can maintain the creativity of enterprises through flexible job placement and innovative working mechanisms.

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< p > however, whether local enterprises or multinational enterprises, a common crisis is: some innovative employees will be gradually burnished in the workplace, and their talents will often be strangled, which not only limits the personal growth and enthusiasm of employees, but also brings hidden trouble to teams and enterprises.

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< p > in fact, the most difficult point to grasp is how to find a balance between giving enough space for innovation and maintaining the normal operation of the enterprise team. How to determine which kind of work is suitable for different employees and how to form a supply chain of innovative talents.

This is a very important but difficult management skill.

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< p > innovation is sometimes a release process of emotional things.

It is a great blow to those who bring forth new ideas if they only start with the creativity of an employee, and finally tell him that it is not feasible.

I suggest that those who put forth ideas are fully responsible for the implementation of the whole idea.

Because he is most familiar with his own ideas and plans, he has the greatest chance of success. Even if he fails, he will get a valuable training opportunity for the employee.

Over time, enterprises can form their own innovative culture.

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