Looking to Hire? Consider an Innovative Spirit

people question markRecently, we were having a discussion with companies on their labor market recruitment and retention issues and solutions.  I was wondering how having innovators as employees or having a workplace that encouraged innovations would ease labor market issues in a region and/or business.

It seems to me, that the very characteristics of what a great employee is, is in fact similar to what we see in meeting with innovators.  Check out the article at http://goo.gl/ZJZ6Nt

Here is a sample of those qualities:

1. They ignore job descriptions. The smaller the company, the more important it is that employees can think on their feet, adapt quickly to shifting priorities, and do whatever it takes, regardless of role or position, to get things done.  When a key customer’s project is in jeopardy, remarkable employees know without being told there’s a problem and jump in without being asked—even if it’s not their job.

Or

6. They speak when others won’t. Some employees are hesitant to speak up in meetings. Some are even hesitant to speak up privately.  An employee once asked me a question about potential layoffs. After the meeting I said to him, “Why did you ask about that? You already know what’s going on.” He said, “I do, but a lot of other people don’t, and they’re afraid to ask. I thought it would help if they heard the answer from you.”

Remarkable employees have an innate feel for the issues and concerns of those around them, and step up to ask questions or raise important issues when others hesitate.

 Or

7. They like to prove others wrong. Self-motivation often springs from a desire to show that doubters are wrong. The kid without a college degree or the woman who was told she didn’t have leadership potential often possess a burning desire to prove other people wrong.

Education, intelligence, talent, and skill are important, but drive is critical. Remarkable employees are driven by something deeper and more personal than just the desire to do a good job.

Are your great employees’ innovators?  And can you help them become better innovators which in turn will make a difference in your company?   Maybe the issue is not recruiting more labor, but getting your best people to be more successful in their innovativeness  and how that impacts their performance.

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