As the world around us is changing, new business challenges emerge. New developments in technology, disruptive practices, innovations demand newer and faster responses. This all requires the businesses to change their working. Change frequently. Again and again. Now, when too many changes are required, who should initiate such changes?
Traditionally, the management (or the “top” management) assumes the authority to think on behalf of the company and direct the organization to follow what they decide. So, generally all changes come from the top and percolate downwards. This top-down approach in responding to newer business challenges may prove to be inadequate in the current fast times, because the challenges may be too many, and management bandwidth always under pressure.
In such a situation, we must tap the creativity, intelligence and genius hidden in our teams at all levels. Everybody, regardless of their position in the company, can come out with some brilliant ideas for solving problems related to their specific work domain. Ignoring such an important resource of potential solutions and dpending only upon the designated management will keep the company constrained and chained to its limitations.
We must unleash the creativity of our employees in solving business related challenges. We can get ideas from them for challenges like
* How to improve our product or service?
* How to improve our customers’ experience working with us?
* How to reduce time, cost or effort?
* How to minimize errors or customer complaints?
* How to improve our internal processes and policies?
If we involve our own employees in suggsting changes, they will happily contribute. They will feel more engaged and happy at work. It also has many other benefits, e.g.:
* They will be more receptive to changes suggested by them.
* The organization will be more agile and adaptive to frequent changes required by the business environment.
* A feeling of ownership among the employees will increase, improving organizational performance at all levels.
* The limitations of “management” time or thinking will not hinder organizational improvement.
* We can identify some star performers among our people, who come out with brilliant ideas for improving our business.
Keeping Charles Darwin in mind, the bigger organizations can remain fit and survive longer, if they can respond like smaller organizations by encouraging and accepting change ideas from within. Sometimes, small people can give big ideas.
The only requirements to tap this valuable resource?
An openness to change. To accept our own limitations. To listen to the smallest voices.
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