Here's how you can convey the value of creativity to organizational leaders as an HR Operations professional.

Identify Key Objectives: Understand the strategic goals of the organization (e.g., market expansion, innovation, customer satisfaction). Link Creativity to Outcomes: Show how creative approaches can directly contribute to achieving these goals. For example, innovative product design can lead to market differentiation. Tailored Initiatives: Develop creativity-driven initiatives that align with these goals, such as cross-functional brainstorming sessions targeting specific challenges.

As an HR Operations professional, convey the value of creativity by highlighting its role in innovation, problem-solving, and employee engagement. Show how creative approaches drive growth, improve processes, and enhance competitiveness. Emphasize that fostering creativity leads to a dynamic, adaptable, and successful organization.

Yes, creative employees are the fuel of business growth. The birth of e-hailing companies for instance, is the product of creativity. Only creative minds can see that taxi services are a chore and need to be improved. Hence, e-hailing was introduced with the use of technology. HR has to play a role to encourage creativity among employees. One way is to incentivize employees for ideas that can help leapfrog the company into new horizons.

Strategy: Use data and metrics to quantify the impact of creativity. Example: Present statistics showing how companies with a strong focus on creativity outperform their peers in revenue growth and market share. Personal Experience: Highlight a project where creative solutions led to cost savings, increased productivity, or higher engagement rates, supported by concrete data.

I can't say more on how important data analytics is, to HR management. What gets measured, gets done. Since creativity is the fuel propelling the organization to newer heights, its impact has to be measured. By knowing its impact via statistics, better strategies can be planned to ensure the jackpot is hit.

Strategy: Share real-life examples of successful creative initiatives. Example: Showcase case studies of companies that have thrived through creative innovation, such as Google’s 20% time policy. Personal Experience: Detail a specific project within your organization where creative thinking led to a breakthrough, explaining the process and the positive outcomes.

Strategy: Explain how creativity can mitigate risks by fostering adaptability and resilience. Example: Highlight how creative approaches can identify potential problems early and develop innovative solutions to avoid or mitigate risks. Personal Experience: Describe a scenario where a creative strategy helped your organization navigate a significant challenge or crisis.

Strategy: Advocate for investment in creativity training and development programs. Example: Provide evidence that creativity training boosts employee engagement and retention, leading to a more innovative and competitive workforce. Personal Experience: Share the impact of a creativity workshop or program you implemented, including feedback from participants and subsequent improvements in their work.

I believe its HR's job to foster a cultural shift in the company. HR can set the pace by introducing various programs to encourage creativity such as holding a Creativity Month event, linking creativity to incentives, imposing a PMP goal liniking to creativity, etc. Building the momentum to incorporate creativity as a regular practice within the company will eventually result in a cultural shift.

Strategy: Promote a culture that values and encourages creativity. Example: Discuss how companies with a culture of creativity have higher employee satisfaction and attract top talent. Personal Experience: Describe efforts to foster a creative culture in your organization, such as establishing innovation labs or encouraging cross-functional collaboration, and the positive effects on team morale and performance.

Enhance the employee experience from a HR Operations/Services space by advocating convenient self-service through digitalisation and automation. Invest in technology such as chatbot, request ticketing tool or apps are the way to go in enhancing the employee experience and free up capacity for HR Operations/Services professional to do more value-added work.