The power of the 1%
"Though a vast majority of ideas may fall into insignificance, it's that crucial 1% that shapes our perceptions, fills us with pride, and leaves a lasting impact on our lives. It's this very 1% that gives rise to extraordinary innovations. The aspiration to bring these ideas to fruition resides in every employee, and it falls upon organizations to furnish the essential encouragement required to transform these aspirations into tangible realities," – says Denas Kinderis, Operations Project Manager at Adroiti, who is a great example of how an idea can be presented to the organization.
During the preparation of his Master's thesis, Denas developed an adaptive IT motivational performance system, which not only became the subject of academic work but also attracted a lot of attention within the company.
Overcoming the fear of rejection
In technology companies, people are the most valuable resource. Embracing their ideas and encouraging open innovation is vital to driving growth, fostering engagement, and strengthening the team. However, this process requires careful management to avoid counterproductive outcomes and employee dissatisfaction.
According to Denas, fear of rejection is one of the main reasons many promising ideas never see the light of day. In addressing this challenge, organizations must take steps to support employees and encourage them to share their innovative insights fearlessly. There is no one-size-fits-all solution, as each individual and team is unique. However, offering continuous support and promoting an environment that embraces disagreement as a means of growth can help individuals accept criticism constructively.
For employees looking to pitch their ideas effectively, Denas offers four key points to consider:
- Focus on benefits for the company. When presenting ideas to managers, it's crucial to focus on the quantifiable benefits the idea can generate for the company and ensure that these benefits clearly outweigh the resources required for implementation. This helps demonstrate that the idea is not only well-conceived but also strategically aligned and capable of delivering a positive impact on the organization's success.
- Be prepared and structured. Ahead of introducing your idea, engage in comprehensive research and analysis. Clearly define the problem your idea addresses. Aim to be quick and consistent in presenting it.
- Know your audience. Understand the perspectives and interests of your managers and team members. For managers, focus on the potential benefits to the business. For team members, emphasize how the idea can positively impact their work, improve processes, and contribute to their professional development and interests.
- Highlight alignment with company goals and values. Emphasize how your idea aligns with the company's goals and values; if they don't, explain why and how this is still beneficial for involved parties.
- Be prepared to elaborate on your ideas and discussions that will ensue and pique the interest of those around you. Try to listen closely to questions people are asking and collect your thoughts before answering a more complex question. Perhaps the idea is not bulletproof – that's good; this is why you have your team and company behind you to bolster and improve it.
The Catalyst of Progress: Constructive Criticism
According to Denas, the manner in which criticism is articulated holds significant weight.
"Merely stating, "Thank you, it's a good idea, but we'll proceed differently" can create an unfavourable scenario. It's imperative to delve into the rationale behind such decisions, pinpoint the hurdles, and explore areas of inefficacy. Equally vital for employees who sense a gap between their anticipated feedback and the received response is the courage to inquire and seek clarification. Rather than succumbing to discouragement and prematurely concluding that ideas are unwelcome, embracing curiosity and dialogue remains pivotal.
Even when confronted with seemingly implausible ideas, if an employee displays unwavering determination, avenues for collaboration can still emerge. Encourage them to provide further insights into the process and engage in open dialogues with fellow colleagues. Should a consensus be reached that the idea isn't a fit for our current context, that's entirely acceptable; perhaps it holds relevance elsewhere, or it might even pave the way for a subsequent, more impactful idea".
Fostering a Consistent Culture of Ideas
"To nurture a culture of innovation, companies should establish a consistent process for idea sharing. To achieve this, you can employ various methods and tools that promote open communication" – emphasize Denas and shares the ones Adroiti is using.
- Open communication. Open communication allows employees to contribute their unique perspectives. We hold regular team meetings and provide updates on company-wide initiatives, new ideas, and projects. When communication channels are open, employees feel comfortable sharing their creative and innovative ideas without fear of criticism or rejection.
- Knowledge-sharing sessions. During these sessions, we encourage collaboration and, together with our product development teams, discuss and share our experiences and insights on relevanttopics. E.g. we had AI-based solutions using the Open AI API, Agile Coffee, QA and Product Management forum for knowledge and idea sharing.
- Idea Contests. We run idea contests to motivate employees to participate actively and share their innovative ideas. Offering rewards and recognition.
Encouraging idea-sharing is a powerful strategy. Remember, it's the 1% of ideas that have the potential to shape the future and turn visions into reality – let's start working on it together!
Follow our latest insights on Adroiti Linkedin!