{"id":5175,"date":"2021-04-21T08:32:38","date_gmt":"2021-04-21T12:32:38","guid":{"rendered":"https:\/\/www.innovators.org\/blog\/happy-holidays-from-innovators-alliance-2020-copy\/"},"modified":"2021-04-21T08:43:01","modified_gmt":"2021-04-21T12:43:01","slug":"how-to-create-a-culture-of-innovation-during-covid","status":"publish","type":"post","link":"https:\/\/www.innovators.org\/stage\/blog\/how-to-create-a-culture-of-innovation-during-covid","title":{"rendered":"How to Create a Culture of Innovation During Covid"},"content":{"rendered":"

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\"\"Company culture is not a \u2018one size fits all\u2019 attribute. In fact, a company\u2019s culture is as uniquely tied to it as a human is to their personality. It is cultivated slowly, tied to unique goals, and is built with the contributions of others. Company culture is something that accumulates regardless of whether its growth is guided or not \u2013 although, it\u2019s always better if it\u2019s driven to be a positive, productive, and progressive attribute of a business.<\/p>\n

When the COVID-19 pandemic struck, companies \u2013 their operations, workforce, and cultures \u2013 were shaken to the core. Worldwide, people were challenged in ways they never thought they would be, and businesses were scrambling to organize, salvage, and support all aspects of their operations. While this past year has been a challenge for everyone, some saw the silver lining.<\/p>\n

There were some who saw this as an opportunity to innovate. <\/strong><\/p>\n

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Leadership & Culture <\/strong><\/h2>\n

We are all human. We\u2019ve all had \u2013 and probably still have \u2013 \u201cwhat do we do?\u201d moments this past year. But true leaders thought quickly on their feet. While trying to organize and support their teams and operations, they\u2019ve also taken this as an opportunity to examine and re-shape their company culture.<\/p>\n

It\u2019s time like these \u2013 times of uncertainty and, for many, times of fear \u2013 that people look to those who they trust for guidance, strength, and positivity. While people are looking to leadership and management teams for these attributes, now is the time for empowerment. While providing guidance and positivity will undoubtedly contribute strongly to a desirable workplace culture, so will employee empowerment<\/strong>.<\/p>\n

Leaders, employees, companies, and their cultures will all benefit when employees feel empowered<\/a> to take charge of the projects that they\u2019re working on, complete tasks with a comfortable level of autonomy, and receive guidance \u2013 rather than dictation \u2013 from leaders. Giving employees the space to take ownership of their projects and tasks will also establish or reinforce trust, an essential attribute of a positive workplace culture.<\/p>\n

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COVID-19 & Culture <\/strong><\/h2>\n

Sure, free snacks, coffee and tea, rec tables with ping pong and foosball might have been great perks pre-pandemic, but those features (while fun) do not build the basis for a strong company culture. In a health crisis, a company\u2019s culture becomes apparent very quickly.<\/p>\n

Now, in these times of stay-at-home orders, lockdowns, and decreased face-to-face interactions, it\u2019s easy for teams to feel fragmented. Despite all of the technology at our fingertips \u2013 ultra-efficient project management tools, high-quality video conferencing, and instant messaging tools \u2013 we still crave in-person interaction. Many of us enjoy those watercooler catch-ups and light lunchbreak chats. These informal interactions contribute to team bonding and a sense of comradery in the collective workplace and in our individual lives.<\/p>\n

Undoubtedly, how companies handle and care for the mental health of their employees has been a topic that has been thrust into the spotlight throughout the COVID-19 pandemic. The first step that employers can take<\/a> to ensure that their employees are being supported is self assessment. Looking honestly at how they are set up to manage and support their employees is one of the biggest ways for employers to identify gaps and opportunities to care for the mental health of their workforce.<\/p>\n

Once a self assessment has been done, company leaders can:<\/p>\n