Creativity is a valuable asset for any organization, especially in today's complex and competitive environment. But how can HR strategy support creative performance among employees and teams? In this article, you will learn about some key aspects of HR strategy that can foster a culture of creativity, such as:
One of the first steps to support creative performance is to hire people who have the potential and the motivation to be creative. This means looking beyond the traditional criteria of qualifications and experience, and assessing the candidates' cognitive abilities, personality traits, and values. For example, you can use tests, interviews, or portfolios to measure their divergent thinking, openness to new ideas, and passion for their work.
Today HR Strategic Support is critical because organizations are transitioning and transforming. Recruitment and selection are essential first steps, but newer aspects of providing a safe and stimulating environment along with encouraging employees to generate and share ideas freely is paramount. Often the right employee is selected, but no one creates the environment for success. This is an area where a strategic HR approach will work.
Your company either understands an investment in creative or they don’t. You have to decide if you’re okay with that. Live by the spreadsheet, die by the spreadsheet.
Hiring for creativity involves considering a candidate's cognitive abilities, personality traits, and passion. Assessing divergent thinking, openness to new ideas, and a genuine enthusiasm for their work can be insightful. Utilizing a mix of tests, interviews, and portfolio evaluations allows a more comprehensive understanding of a candidate's creative potential. By looking beyond conventional criteria, you're better positioned to build a team with diverse perspectives and innovative thinking, fostering a more creative and dynamic work environment.
Another way to support creative performance is to provide opportunities for employees to learn and grow their skills, knowledge, and confidence. This means offering training and development programs that are relevant, engaging, and challenging, and that encourage employees to experiment, collaborate, and reflect. For example, you can use workshops, coaching, or mentoring to help them develop their creative thinking, problem-solving, and communication skills.
In my experience, training, and development are important, but first, the HR Pros must assess their individual skills in various aspects of the organization before directing employees to learn and grow their skills. By this, I mean that HR Pros must first evolve more into customer service, revenue generation, EBITDA improvement, and technology, to establish a solid base to support employees moving forward.
One time at work, HR sponsor and financed a short trip for a digital/creative conference. That was such a tangible support. They asked us which event we tough was relevant, supported us, and the most important, the cascaded to the rest to the team the learnings. That final moment kept the cycle of aiming for new inspirations across everyone in the team.
A third way to support creative performance is to design and implement a performance management system that recognizes and rewards creativity, as well as other outcomes. This means setting clear and realistic goals, providing regular and constructive feedback, and using a variety of incentives and rewards. For example, you can use self-assessment, peer review, or recognition programs to acknowledge their creative efforts, achievements, and contributions.
First self-assessment then self-development of HR Pros is the only way to ensure success in performance management. Coupled with peer review, an upskilled HR Pro will provide a closed-loop approach that will benefit the organization.
A fourth way to support creative performance is to create and maintain a work environment that is conducive to creativity, both physically and psychologically. This means providing the resources, tools, and space that enable employees to work effectively, efficiently, and comfortably. It also means creating a climate of trust, respect, and autonomy that empowers employees to express their ideas, take risks, and learn from failures. For example, you can use flexible work arrangements, collaborative spaces, or innovation labs to facilitate their creative work.
A fifth way to support creative performance is to shape and sustain an organizational culture that values and promotes creativity, both internally and externally. This means communicating and demonstrating the vision, mission, and values of the organization, and how creativity aligns with them. It also means encouraging and supporting the behaviors, norms, and practices that foster creativity, such as curiosity, diversity, and experimentation. For example, you can use stories, symbols, or rituals to inspire and reinforce their creative identity.
By applying these aspects of HR strategy, you can help your organization achieve higher levels of creative performance, and gain a competitive edge in the market. Remember, creativity is not a fixed trait that some people have and others don't. It is a skill that can be developed and enhanced with the right support and environment.