Everyday innovation report - Nesta

52
Resources
Performance
management and
work practices
Team work and
networking
Diagnostic review
• Are the performance goals aligned
with innovation? Are they congruent
with the external environment,
history, and available resources of the
organisation?
• Does the organisation use
performance indicators that measure
innovation potential?
• Does the organisation set innovation
goals and targets? What is the
process for achieving targets?
• Is developmental appraisal aligned
with innovation?
• Is there a system of rewards for
innovation?
• What specific initiatives are in place
to foster innovation?
• What is the percentage of
employees/managers/leaders who
have received training in innovative
working?
• How is innovation evaluated?
• Are employees able to collaborate
across units, businesses, and
subsidiaries?
• Do projects involve team members
from different backgrounds and
interests?
• Does the organisation recognise the
value of networking?
• Can employees be transferred to
other tasks or geographical locations?
Possible barriers to be encountered
• Performance objectives may not
be clearly aligned with innovation.
They may be inconsistent with the
incentives and reward programme.
They may place too much emphasis
on short-term goals and results
• Too much bureaucracy can be a
significant barrier to innovation
• Developmental appraisal may not
include a measure of innovation
• Innovation efforts may not be
rewarded and recognised
• There may be a lack of initiatives
specifically aimed at enhancing
innovation
• Innovation may be measured
according to traditional outcome
metrics which do not fit the
innovation goals of the organisation
• The organisation may tend to hire
the same type of people, reducing
diversity
• There may not be enough
opportunities for networking both
inside and outside the organisation,
at all staff levels
• Employees may be recruited for
specific tasks
Actions
• Are performance goals aligned with
innovation? Are these congruent
with the external environment,
history, and available resources of the
organisation?
• Does the organisation use
performance indicators that measure
innovation potential?
• Allow performance goals to be
aligned with innovation attempts
• Define performance objectives taking
into account the external and internal
constraints as well as the culture of
the organisation
• Align reward and development
mechanisms with performance
objectives
• Streamline bureaucracy
• Include innovation attempts in your
annual developmental appraisal
• Ensure that innovation efforts are
recognised or rewarded accordingly
• Consider the use of initiatives aimed
at boosting innovation (e.g. training
managers in innovation methods).
Tailor initiatives according to
innovation outcomes and culture of
the organisation
• Revise the metrics for innovation.
Go beyond the use of traditional
measures such as revenue growth
due to new products or services and
number of ideas in the pipeline.
Consider measuring both inputs
and outputs of innovation. Include
measures at the individual, team
levels
• Ensure that employees have
opportunities to work in diverse
groups
• Consider hiring for diversity and
creating diverse teams for innovation
• Ensure employees are given regular
opportunities to network both inside
and outside the organisation