In today's world, where technology is advancing at an incredible rate, a company's ability to innovate is becoming a key success factor. However , innovation is impossible without employee engagement. How can we create a culture where each team member feels part of the innovation process and is ready to offer fresh ideas? Let's figure it out!

Why does innovation start with culture?

Innovation is not just about technology or products. This is primarily about people. If employees don't feel involved, don't believe in themselves, don't understand the overall goal, or are afraid to make mistakes, even the most advanced ideas will remain on paper, or worse, just notes in their heads.

As Timur Marusiak, Executive Director of Docrobot Central Asia, notes: "Innovation is not the task of one department or head. This is the responsibility of every employee. The task of leaders is to create an environment where people are not afraid to experiment, where mistakes are perceived as part of the process, and not as a failure."

How can we encourage employees to innovate?

1. Create a safe environment for experimentation

The fear of error is the main enemy of progress. If employees are afraid that their ideas will be criticized or failure will affect their career, they simply won't take the risk. What to do? For example, try the "Fail fast, learn fast" principle. By the way, it is used by Google. What's the point: a leader's job is to sincerely encourage experimentation and openly discuss failures. Google also has a "20%" principle — an employee can spend a fifth of their working time implementing, developing, and thinking about new ideas.

2. Implement a system of innovation rewards

Tangible and intangible rewards for new ideas are a powerful incentive. You can create a program where employees will propose ideas and receive bonuses for their implementation (as an example, gamification). These may include cash bonuses, additional vacation days, or public recognition, such as participating in professional conferences as a speaker.

3. Develop horizontal leadership

Innovations are often born at the intersection of different departments and competencies. If employees are locked into their roles, they will not be able to see the whole picture, or they will see it from a different angle, guided only by familiar principles. By encouraging cross-functional collaboration, you can organize working groups from different departments to solve problems. A real example is that Spotify uses "guilds" — informal groups of employees who unite around common interests or tasks, which stimulates the exchange of ideas and watching.

4. Invest in training and development

What kind of innovations are there without new knowledge and skills?! If employees don't develop, their ideas quickly become obsolete. Everything is simple here — provide access to courses, trainings and conferences, create internal experience exchange programs.

5. Show how ideas influence the result.

Employees should see that their suggestions are not ignored and really affect the business. All the manager has to do is share the company's successes, which were made possible by the ideas of the employees. You can show how their contributions have changed processes, products, or customer experiences. It is important to remember specific people in the team in order to encourage the contribution of certain employees at the meeting. Here's an example: At Tesla, employees whose ideas have been implemented get the opportunity to see how their proposals translate into new car models. It 's a huge motivation. Moreover, the team itself is directly involved in the process, conducting experiments on the company's products.

6. Use technology to gather ideas

Digital tools can make the process of collecting and implementing ideas more transparent and convenient. Platforms where employees can propose ideas, vote for them, and monitor their implementation will help here.

The culture of innovation is not about one—time promotions or high-profile statements. It's about creating an environment where every employee feels like a part of something bigger, where their ideas are appreciated and mistakes are perceived as stepping stones to the success of the company.

As Timur Marusiak says, "Innovation is about people. If you want your company to move forward, start by creating a culture where every employee feels valued and thus supports the company's global mission."

Implement new approaches, experiment, and remember: the biggest breakthroughs start with small ideas that are born in the minds of your employees!