Creativity and innovation go hand in hand. Fostering a culture where employees are both empowered and expected to use creativity helps produce innovation in thinking and outcomes. Yet these two concepts can be hard to actually teach and measure. HRDQ-U offers a range of creativity and innovation webinars that will give you the tools you need to cultivate a workplace of intellectual freedom and exciting ideas. Learn how you can keep your organization relevant, engaging, and competitive.
Providing a space that encourages employees to innovate, think outside the box, and bring their full selves to work keeps teams from becoming stagnant, prevents processes from becoming stale, and promotes constant improvement. The freedom to be creative is good for employee retention, good for productivity, and good for your bottom line.
If you’re serious about encouraging creativity and promoting innovation, you’ll also want to “walk the talk” on an organizational level. This means embedding these values at every level of your company, from job descriptions and evaluation strategies to the physical space you provide your employees.
Create space for sharing
Both figuratively AND literally. People are most creative when they have the opportunity to engage with and be inspired by other people and their ideas. Make time and opportunities for sharing knowledge, interests, and ideas to get the creativity flowing. And create more physical spaces to foster these kinds of conversations and collaborations by expanding gathering areas, turning old offices into casual conference rooms, etc.
Promote flexible working options
No two people work the same. So, no two work spaces should really look the same. Providing opportunities for employees to work remotely or on schedules that work best with their brains helps energize their minds and sets them up for creative success. Consider implementing different types of work settings in your office as well. Providing options between cubicles, quiet rooms, couches and lounge areas helps employees move around throughout the day depending on the work they’re doing and find inspiration and creativity where they need it.
Codify creativity in policies
Let employees know that creativity and innovation are expectations of their roles, not just “nice-to-haves.” How can you do that? Update role descriptions to get it in writing. Add it to performance objectives to incentivize it. Of course, there is no uniform benchmark for creativity. But measuring it in a way that assesses employees’ willingness to be nimble and collaborative is a way to get at that idea.
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