from the Turning Good People Into Top Talent blog series
Employees can be inspired to perform better if their creativity is challenged.
“Freedom from conformity was a welcome change that enabled [employee] creativity to flourish,” writes Hari Kumar and Satish Raghavendran, in the Fall 2014 issue of MIT Sloan Management Review.
In their article “Bringing Fun and Creativity to Work,” Kumar and Raghavendran detail how leaders in their own organization, Deloitte LLP, worked to boost employee engagement and promote innovation and entrepreneurship.
Companies are hungry for engagement, but they often struggle to figure out what works. “On the surface, large organizations should be able to handle the ups and downs of intelligent risk-taking,” write Kumar and Raghavendran. “In practice, however, their talent management processes often enforce conformity, legitimize mediocrity and penalize failed attempts at innovative thinking.”
Kumar and Raghavendran initiated a contest across four Deloitte LLP offices in India. They write that “employees were invited to join teams, which were asked to develop solutions to a wide range of challenging, real-life business problems.” In the program, called Maverick, teams were judged on their ability to identify critical issues, come up with solutions that were smart, challenging and practical, and present their ideas to the organization.
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