HR Software for Any Size Business
What To Do With Bright Ideas
To some extent all of us are creative as we challenge ourselves with new ideas and construct different strategies to increase efficient productivity. Developing innovation and optimal ideas are examples of creativity, but the common trouble in this situation is that the employees who create have no business creating. HRMatrix is going to help dissolve this issue to streamline workplace productivity. Since we are in an technologically advanced era and information is at our fingertips, anybody of any department can hold the power to change a company for the better, so we want to help avoid any mistakes that undermines or neglects bright ideas.
Great ideas are often overlooked, because either superiors make a conscious choice to ignore suggestions from employees. This is an example of egoism as managers prefer ideas from a corporate personality.
Other than that, superiors only listen when they ask in the first place, making employees feel like it is not their place to speak freely. Other times, employees cannot summon the courage since their beneficial thoughts and ideas are beyond the criteria of their job. Rejection is a huge reason why employees avoid pitching ideas.
When employees are rewarded, encouraged, recognized for their effort to better the company they will perform substantially better. How you treat your employees houses developmental skills which serve as an investment. Your positive approach to help the workplace grow builds management reward too as you are the first step to unlock company potential.
What Can Managers Do:
This conference is specifically for new ideas. Employees from every department can save up their ideas and discuss them at the meeting. This is where they can elaborate on their idea and how it could beneficially contribute to the company. You can compare- in healthy measure, inquire, debate with your employees. This is a great exercise to allow everyone to feel equal and valuable.
Ask you employees what their goals are and what goals the company should have. See if their personal interests align with company-related endeavors. Sometimes it’s good to casually strike up conversations: “Hey John, any new ideas for the company?”
Some employees prefer to share their ideas privately. Maybe arrange a separate lunch or meeting to make the employee comfortable. This can help build a trusting conversation between you and them, and they will be able to thoroughly communicate their thoughts better.
Yes and No
Use your interest wisely. What we mean is, when you choose to reject an idea, you do it respectfully so it does not hinder the creative flow of your employee. Even if the idea is short of their evident potential, communicate with gratitude and respect. Preserve your agreement for ideas that can really help the company. After all, most of these ideas are an investment, and they might even have cost variation. So keep in mind that change can increase the fragility of the company for a certain time period.
What Employees Should Do:
This will help you organize the most valuable points about your bright idea to help conserve precious company time and appear congruent to the importance of your job. Presentations are tricky, because they do take a piece of your work schedule, but the point of a presentation is to consolidate your idea, its benefits, costs, changes, and potential setbacks.
On your time practice speech and talk to yourself to help build confidence and empowering traits. This is a leader’s stratagem. Focus on your weaknesses and strengthen communicative skills so that you appear sure of yourself before managers and/or corporate level superiors.
Pitch to Others
Learn to communicate with your peers, friends, and family to receive feedback. Start with the basic premise of your company- if they don’t already know. Then transition to your idea. Keep it simple and record the first reaction. If it’s positive, keep talking about it. Continue to elaborate. If it’s negative, ask productive and constructive questions and pitch modifications.
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