The main capacity of companies with a creative and innovative culture in Chile for two years is External Opening, and refers to their ability to connect with the innovation ecosystem in search of new ideas and opportunities. In these companies, its collaborators work directly with suppliers, customers and partners, and are constantly raising feedback to comprehensively improve their value chain with a focus on new trends, their needs and expectations.
The second factor that makes a creative and innovative staffing agencies Seattle culture is Internal Openness, and refers to the ability to establish an internal dialogue between employees, which leverages the emergence and discussion of new ideas and projects.
The third factor is Challenging Work, and it shows the positive impact of having intellectually challenging work environments, where day-to-day tasks are rarely routine, generate a sense of purpose and involve a constant need for people to do their best. Yes in their work.
The fourth factor is Trust and Collaboration. Companies with creative and innovative cultures have understood that the sailed work culture is not only inefficient in solving challenging problems; constitutes one of the main obstacles to the development of novel and differentiating solutions.
In fifth place is Strategic Commitment, which shows how creativity and innovation are included in company strategy and the way in which employees make it their own. Companies with creative and innovative cultures have a board of directors that sees innovation as an inescapable requirement to be more competitive in their markets; achieve better economic, social and environmental results.
Autonomy is also key to making a company have a creative and innovative culture; in this type of organization, the principle of self-organization and orchestration of cellular work teams prevails, with proactive workers who have high capacities to adapt quickly to new challenges, and spaces to explore new ways of doing day-to-day work.
However, even companies with creative and innovative staffing agencies Seattle cultures find it difficult to efficiently manage the other capabilities that brought them to that state. On the one hand, our historical data reveals that only since last year have we made significant progress in relation to Leadership for creativity and innovation. Few companies still have a network of transversal leaders who stimulate creativity in their teams
Lastly, they have developed efficient staffing agencies Seattle Resource and Incentive systems for creative work; these companies actively recognize the creativity of employees with economic and symbolic incentives and opportunities for professional development, in addition to having an adequate flow of resources (capital, information, spaces) to accelerate their projects.
In this way, when companies articulate a coherent system based on these above mentioned capabilities, they are in a better position to drive creativity, innovation and digital transformation. Our research shows that companies with creative and innovative cultures not only generate a higher volume of ideas per capita, but that these ideas are of higher quality and feasibility. They also become more productive, flexible, and have greater agility to manage their projects.
In our times, staffing agencies Seattle moving towards a creative and innovative culture is not an alternative for companies that seek greater competitive advantages,
It is an imperative so that they can be sustainable and scalable over time, but for this to happen, creativity must be the result of daily work that, with due care and systematicity, becomes meaningful, reasonable and normal for people.
