Good practices around recognition and reward, culture management and talent management can make a big difference to the innovativeness of employees. There are many examples of how organisations fail to recognise and reward innovative employees.
Consider these two historical lost opportunities.
WALT DISNEY was fired from his position as an illustrator at the Kansas City Star – the reason given was that Disney “lacked imagination and had no good ideas.”
So, essentially, Disney was fired from his job at the paper for … wait for it … lack of creativity! Clearly, his bosses at the newspaper failed to inspire him, and that lack of engagement with his work led to lackluster performance. Ironically, years later — after Disney had become wealthy and successful from his innovative ideas — The Walt Disney Company bought ABC, which owned The Kansas City Star!
NIKOLA TESLA was a brilliant inventor, and the real genius behind harnessing the power of electricity. He worked for Thomas Edison, but resigned and took a job digging ditches! Edison had promised Telsa a bonus if he was successful on a project. After Tesla’s completion of the project, Edison reneged and Tesla resigned.
After parting ways with Edison, Tesla went on to discover: FM radio, remote control, robots, spark plugs, fluorescent lights, laser beams, wireless communications, Tesla’s turbines, vertical take-off aircraft and the concepts behind the electric car.
Malcontent employees are probably stabbing businesses in the back every day. The good news is that many disengaged employees are really just potentially engaged employees whose passion for their work has been stifled or curdled. Win those folks’ hearts and minds, and you can turn potential disaster into measurable success in a business .
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