In my opinion, the first thing that management must be clear about is whether innovation is a determining purpose. If innovation is key, we must create, with key people, define a strategic plan that entails a cultural change in people, define objectives and clear lines of work in the short, medium and long term that we can measure, share and continue building, involving all employees through open innovation processes, where our stakeholders are present.

To inspire employees to share their groundbreaking ideas, create an open, supportive environment where innovation is encouraged and rewarded. Foster a culture that values creative thinking by providing platforms for idea sharing, like brainstorming sessions or innovation workshops. Recognize and celebrate contributions, no matter how small, to build confidence. Ensure leadership is approachable and receptive to feedback, and provide opportunities for professional growth, so employees feel motivated to think outside the box.

Encouraging open communication and collaboration can spark creativity and innovation. Demonstrating tangible benefits through case studies creates a vision of success. Involving team members in the decision-making process fosters a sense of ownership and investment in new ideas. Providing training and upskilling opportunities ensures everyone has the necessary skills to contribute. Leveraging local partnerships and creating data champions boost credibility and advocate for innovative approaches. Gamifying the process adds an element of excitement and motivation.

Inspiring employees to share innovative ideas requires fostering a culture of openness, recognition, and collaboration. Start by creating an environment of psychological safety, where employees feel comfortable sharing without fear of judgment. Encourage cross-functional collaboration to bring diverse perspectives together. Offering incentives and recognition for creative ideas, whether through bonuses or public acknowledgment, can motivate employees to participate. Implement idea-sharing platforms or regular brainstorming sessions to provide opportunities for contribution. Finally, ensure that leadership supports and models innovation by actively engaging with employees’ ideas and offering resources for development.

Here's what I do: BUILD IT INTO THE CULTURE. How? - Consistently invite people to share their ideas. Take it a step further by creating specific opportunities and mechanisms for doing so. - Respond to idea submissions by saying, "Thanks for the idea." This simple act goes a long way. Pair this by reminding people that we can't always take action on every idea. That's normal. It doesn't mean the idea was bad, or underappreciated. It just means that there are considerations and priorities. - Publicize the mechanism for scoring ideas. For me, it's Impact to Customer, Impact to Business, Ease To Implement. - Actually take action on ideas submitted by people in your team, often! And then give credit immediately and publicly.