While collaborative development and ecosystem building steadily advance, family businesses have come to recognize that innovation is the core driving force behind sustainable growth, and effective change management is crucial for ensuring the smooth implementation of innovation. In today's rapidly changing business environment, only by continuously innovating and successfully managing change can businesses maintain their competitive advantage and achieve long-term development.
I. Strengthening the construction of the innovation system
Optimization of internal innovation incentive mechanism
The company further improved its internal innovation incentive mechanism to encourage employees to actively participate in innovation activities. In addition to material rewards, it placed greater emphasis on spiritual motivation, establishing honorary titles such as "Innovation Star" and "Golden Idea Award" to publicly recognize teams and individuals with outstanding innovation performance. At the same time, it closely linked innovation achievements with employee promotions and performance evaluations, providing innovators with broader career development opportunities. However, during implementation, it was discovered that some innovation projects overly focused on short-term results and neglected long-term value. To address this issue, the company established a categorized evaluation mechanism for innovation projects, establishing short-term and long-term evaluation criteria based on the nature of the project and its expected outcomes, ensuring that innovation activities not only meet the company's current development needs but also lay the foundation for future growth.
Innovation incubation platform upgrade
The company upgraded its internal innovation incubation platform, increasing investment in funding, technology, and manpower. It provided independent office space, advanced laboratory equipment, and professional technical guidance and consulting services to innovation teams. At the same time, it lowered the entry threshold for innovative projects, encouraging more employees to propose innovative ideas and transform them into real projects. During the incubation process, it incorporated lean startup principles, employing a rapid iteration and small-step trial-and-error approach to advance project development. However, as the number of projects increased, resource allocation became uneven. To address this, the company established a dynamic resource allocation mechanism, regularly evaluating and reallocating resources based on project progress and market potential, ensuring that limited resources were focused on the most promising innovative projects.
Deepening cooperation between industry, academia and research
We will continue to deepen our industry-university-research collaboration with universities and research institutions, expanding the areas and methods of cooperation. We will not only collaborate in technological research and development, but also strengthen interaction in areas such as talent development and academic exchange. The company has jointly established "Innovation Talent Training Classes" with several universities, customizing curriculum systems based on the actual needs of the companies to cultivate innovative professionals. At the same time, we invite experts from universities and research institutions to regularly deliver academic lectures and technical guidance to the company, and organize internal R&D personnel to visit universities and research institutions for short-term learning and exchange. However, during the collaborative process, we discovered that some collaborative projects suffered from low efficiency in the transformation of research results. The company and its partners jointly established a research results transformation promotion team to clarify the responsibilities and division of labor of all parties in the transformation process, strengthen communication and coordination, and accelerate the transformation of innovative results from the laboratory to the market.
2. Comprehensive Promotion of Change Management
Change management system construction
The company has established a comprehensive change management system with clear processes and standards from initiation, planning, implementation, to evaluation. During the initiation phase, market research and internal data analysis are used to identify opportunities and challenges facing the company and determine the necessity and objectives of the change. During the planning phase, a detailed change plan is developed, including the content, timetable, responsible individuals, and expected results. During the implementation phase, communication and training are strengthened to ensure that all employees understand and support the change. A change monitoring mechanism is also established to promptly identify and resolve issues that arise during the change process. During the evaluation phase, a comprehensive assessment of the effectiveness of the change is conducted, and lessons learned are summarized to provide reference for subsequent changes. However, in actual operation, the change management system was found to lack flexibility in responding to unexpected changes. The company has optimized the change management system by adding an emergency change plan module, developing corresponding response strategies for potential emergencies, and improving the adaptability and flexibility of the change management system.
Strengthening the role of leadership in change
The company prioritizes strengthening the role of leadership in change and provides change leadership training to management. This training covers change communication skills, team motivation methods, and decision-making enhancement. Through this training, management can better understand the importance of change, master effective change management methods, and play a proactive leadership role in the change process. Management is also encouraged to lead by example, taking the lead in supporting and participating in change. For example, during a major business process transformation, senior management personally participated in the project and discussed process optimization solutions with employees, setting an example for the smooth implementation of the change. However, some mid-level managers failed to implement the change effectively. The company established a change performance evaluation mechanism for mid-level managers, incorporating change implementation into the performance appraisal system. These managers receive timely coaching and adjustments to ensure effective implementation of change decisions.
Increased employee acceptance of change
To enhance employee acceptance of the changes, the company implemented comprehensive communication and training activities. Before the implementation of the changes, employees were provided with detailed information on the background, goals, and plans of the changes through internal meetings, emails, and announcements. Questions were answered and concerns addressed. During the transformation process, targeted training was conducted based on the individual needs and job characteristics of employees, helping them acquire new skills and knowledge and adapt to the changes brought about by the changes. An employee feedback mechanism was also established to encourage active participation in the changes, and reasonable suggestions were promptly adopted and rewarded. However, some employees still expressed resistance to the changes. The company implemented one-on-one communication to gain a deeper understanding of these employees' thoughts and challenges, providing them with personalized support and assistance, and guiding them towards gradual acceptance of the changes.
This chapter is not finished yet, please click on the next page to continue reading the exciting content!
Continue read on readnovelmtl.com
