Why do you emphasize it all day? Innovation? But I didn't get a response from the employees.

The expansion of employee participation and individual innovation can play a huge role in the whole organization of an enterprise. Grass-roots employees, as the direct creators of enterprise value, are also the experts who know the problems best, and they have many amazing ideas, which can often help any organization get rid of the crisis. However, according to a German production director of Mercedes-Benz in Adela, there are 15 1 kinds of waste in China factory. Creative waste, as one of the eight major wastes, is mostly manifested in enterprises not listening to employees' suggestions.

If the ideas or ideas put forward by employees are rejected without being taken seriously and seriously considered, then the innovation passion of employees will not last. However, if employees' enthusiasm and creativity are fully mobilized, they can be stimulated to play 80%-90% of their potential, that is, if employees are fully motivated, their performance can be equivalent to 3-4 times that of the current enterprise. Therefore, how to mobilize the enthusiasm of employees and stimulate their innovative spirit is an eternal topic for enterprises to maintain long-term healthy development.

1. Create corporate culture and create an innovative atmosphere.

Shane, a world-famous scholar of organizational culture, told us: What is organizational culture? When enterprises (groups) solve the problems of external adaptability and internal integration, they learn a set of basic assumptions, which are regarded as effective because of their good operation, so they are taught to new members as the correct way of perception, thinking and feeling when they encounter these problems. .

It is a self-evident natural law that culture adds color to enterprises and affects everything employees do. Only as a behavior acquisition group can corporate culture become clear invisibly. A highly skilled worker can best skillfully collect data and analyze problems independently through various channels when he has a keen understanding of the mission, purpose and values of the organization. It is impossible for enterprise managers to require employees to have prescribed innovative behaviors in their daily work, so enterprises must create an innovative cultural atmosphere, guide employees' innovation with values, and stimulate the enthusiasm of employees at all levels.

? Google? Freestyle? Office allows engineers to spend 20% of their working time on their favorite projects and encourages employees to develop new products. Perhaps the return of this system is only 10%, or 20%, or even 30%, and there is no way to give a clear answer. But this system represents a free atmosphere, an innovative atmosphere and a way to stimulate the vitality of employees. Facts have proved that most of Google's small ideas come from 20% of free time, such as GMAI 1, Google News and other products.

? 3M (Minnesota Mining and Manufacturing) always insists? The most creative enterprise? Mission, which is famous for providing employees with an innovative environment, regards innovation as a growth model and new products as life. The company's goal is: 30% of annual sales will be obtained from the products developed in the previous four years.

3M company develops more than 200 new products every year. Advocate? Breakthrough innovation? Under the guidance of culture; 3M company? Respect personal initiative? ; ? Don't stifle the creativity of new products? , set up an innovative management team and change your thinking. In those? Leading the market trend, far higher than the needs of ordinary users? Companies, organizations or individuals are looking for prototypes of products and ideas. Its legendary spirit of focusing on innovation has made 3M one of the most enviable enterprises in America for many years.

Corporate culture is a powerful adhesive, which communicates employees' thoughts and feelings in a subtle way, integrates employees' ideals, beliefs, styles and sentiments, and cultivates and stimulates group consciousness. Enterprise's innovation culture is a steering wheel, which can guide employees to consciously strive to achieve enterprise goals for a long time, and employees also subtly agree with the atmosphere of enterprise innovation and work towards enterprise goals.

2. Release the wisdom of employees and build an innovation platform.

The significance of innovation lies in releasing the wisdom of employees, who have contributed valuable time to the company. It will be a waste if their wisdom is not used properly. The assembly line work of front-line employees always makes people feel bored and slow down. No one likes that they are just screws, their work remains the same, and they just obey orders. This requires enterprises to really give employees room to think and guide their wisdom.

Front-line workers are the experts who know the problem best. The traditional hierarchical management model makes employees and managers neglect to release the energy of front-line workers. Therefore, enterprises urgently need to create a platform, break down the hierarchy and departmental walls, mobilize the enthusiasm and sense of participation of employees, and let every employee have channels to express his ideas, create innovations and show his talents, so as to gather all the ideas in the company.

? Amoeba management thought advocated by kazuo inamori, the Japanese god of management, is to establish management mechanism and divide enterprises into? Small group? Make your own plan, make independent accounting, continue to grow independently, and let every employee become the protagonist. Participate in the operation all the time? Establish a dynamic organization and rely on the wisdom of all employees to achieve corporate goals.

? GE has successfully built a platform outside the work system, Work Out, which is an equal, borderless and barrier-free platform for all members of the organization, and through this platform, the wisdom of employees has been condensed. Such a simple process has changed a huge global organization.

? The essence of the success of Toyota model is undoubtedly the establishment of about 20 thousand? QC team? (i.e. quality control team), formed a mechanism of talent training, problem solving, innovation and creation, and commended it at the annual QC conference, which greatly mobilized the enthusiasm of employees for innovation and creation.

? Sun Paper Group, one of the top 50 paper companies in the world? Solar vitality project? This will be a classic case of China to stimulate the innovation of grass-roots employees. Where are the grass-roots employees? Open platform? Put forward suggestions or ideas in the workshop, the sponsors will lead the group to have a heated public discussion, form an action plan to solve the problem, and submit the suggestions to the senior management at the final decision-making meeting, which will make decisions on the spot and authorize the sponsors to implement the approved suggestions, and hold JPS (Joint Practice Meeting) regularly to check the progress [4]. Successful sponsors will be recruited? Sun Hui? Center, as a reserve talent. ? Sun vitality? The project has built a platform for grass-roots employees to fully express their ideas, which can stimulate the innovation vitality of all employees from the bottom up.

Undoubtedly, every employee can contribute his own ideas, but only when the enterprise builds a platform for them to express their ideas can we actively strengthen the operation of this innovative force until a virtuous circle can be formed between employees' innovation confidence and enterprise innovation achievements.

3. Maintain innovation passion and tolerate innovation failure.

When employees' enthusiasm for innovation is aroused, the first challenge is how to maintain this momentum. Just as Toyota Motor Corporation has done for 40 years, the reasonable measure is to give employees some rewards and praise, not necessarily monetary rewards.

? Property right reward can promote invention and creation through the ownership of innovators and achievements;

? Market reward can combine the application of invention results with market share, and directly transform innovation results into productivity;

? Promotion motivation is generally regarded by employees as a more effective way of motivation;

? Public recognition, including verbal or written awards, is the most widely used and effective low-cost incentive method.

No matter what kind of incentive method, it needs the maintenance of enterprise management system, such as business philosophy, incentive mechanism and assessment system. It can subtly change employees' thinking all the time, and then change their work habits. If small successes are encouraged, so that employees' thinking can be changed as a whole, and everyone is willing to actively express their ideas in their work, there will be some contagion effect, that is, if a phenomenon starts from a small group, it will spread to a large organization.

Creativity is not necessarily a positive result, which is too random. If the guidance is not good, it may become negative energy. It is likely that 90% of employees' innovative suggestions are unrealistic. In fact, 90% of the innovative ideas of not only employees but also managers are unrealistic. Understanding this will make it easier for managers to tolerate innovation failure.

It is worth emphasizing that only 10% innovation is successful, so that enterprises can hold their heads high in the market competition. Every failure is the next successful experience. Only by tolerating the environment of innovation failure can we give employees more courage to innovate.

4. Conclusion

Everyone in the enterprise has considerable innovation. Just like the children we see on the playground, every child is full of vitality. The real problem of an enterprise is not how to form an innovation team, but how to mobilize every employee to launch their innovation.

As an accelerator of enterprise development, consulting industry is no longer just designing enterprise reform plans from information and problems, but also needs to help enterprises create a unique cultural atmosphere, turn organizational problems into challenging topics, build a platform or design a set of processes and methods, and put those practical ideas into practice, so that employees have a sense of participation, a sense of accomplishment and are inspired by the enthusiasm and wisdom of individuals and teams. Only in this way can we put an end to the creative waste of enterprises in China as much as possible, and make enterprises in China keep their vitality forever and remain invincible in the fierce competition.