Build a Culture of Ideas

The most successful companies are the ones that work every day toward building what I call a “culture of ideas”. Google is the prime example of this — if you work at Google, you’re encouraged to spend 20% of your work time on ideas that interest you. Think about this — Google “loses” one day a week of productivity from their workers while they pursue projects that they find interesting!

Dig a little deeper, however, and you’ll find that it is anything but losing for Google. In fact,

In a talk at Stanford University, Marissa Mayer, Google’s Vice President of Search Products and User Experience, stated that her analysis showed that 50% of the new product launches originated from the 20% time. [wikipedia]

Some of their best products, such as Gmail and Adsense, originated from this revolutionary policy!

So what does an ordinary company get out of encouraging employees to dream up ways to do things better? Perhaps a day a week is a bit much for most enterprises, but this sort of out-of-the-box thinking can do wonders to spur new innovation or improve operations at any company. Traditionally, change follows a top-down approach: managers devise a new product, process or protocol and the employees implement the change according to instructions they receive. The communication is often one-way so feedback doesn’t effectively flow. The result is few sources of innovation and an inefficient system for improvement.

A better way is to “design” all aspects of the company culture so that any employee can have an input on key aspects of the company. Simply telling workers that “the boss’s door is always open” is insufficient, since it still requires a person to put themselves on the line. Mechanisms like encouraging employees to pursue their own ideas, setting up constant feedback and suggestion sessions (online is particularly good, since people may tend to be more honest), idea contests and frequent communication from management work far better and allow employees to feel that managers are listening and valuing their contributions.

Putting power in the hands of employees to suggest and improve their daily routines has several advantages. It allows the people who know the processes and systems the best to have a hand in improving them, instead of relying on higher-ups who may not be as well versed in the day-to-day. Furthermore, it makes employees feel like they have a chance to stand out in their company and contribute more than a 9-5 workday. The entrenched culture of many companies that exist today makes it difficult to establish such a culture, but the ones who do will find themselves amply rewarded.