Our HR Reflections research shows that 59% of managers believe that innovation is critical to business, yet only about one-third of organisations are focused on creating an innovative culture.
So why is there such a big difference between intent and practice? Is it not knowing how important innovation is and the impact it can have on employee engagement, or are we getting lost in the where and the how?
Innovation can be big or small. It can be an idea that might seem simple and saves five minutes a day on your processes, but that idea won’t come without creating the right culture. Through encouraging employees to have a voice and input into the organisation, and making sure that they know that their ideas are welcome, that five minutes a day idea has saved a week’s worth of hours by the end of the year.
Imagine how many five minutes a day ideas there might be.
There is a clear link between innovation culture and employee engagement. Engaged employees tend to be loyal and committed advocates of their organisations. When engaged employees are also encouraged to innovate by a culture that welcomes and rewards new ideas, they can have a significant impact on business performance.
In the following post and whitepaper, we look at reducing the barriers that prevent innovation, why innovation should be taken seriously, and how it can be given a greater priority.