Creating a Culture of Innovation in a Tech Company

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Nowadays, the success of a technology business depends on its employee motivation, performance, and satisfaction. In a highly competitive market, tech corporations need to rely on their staff heavily to produce compatible goods and services, and hence be successful. To retain the most talented workers, the human resources department has to provide significant benefits, as well as incentives for them. If I create my company, I will look for creative, open-minded, and responsible people, who can help me to build a friendly, reliable community. Furthermore, employees should possess the leadership qualities such as self-awareness and learning agility to create innovations and develop the company.

Characteristics of Employees

The first trait I will search for in my potential employees is creativity. For the company to be successful, it is crucial to meet the increasing demands and changing needs of the customers. One of the ways to solve this problem is to come up with new and innovative ideas that can help to push the development forward. Being capable of producing novel concepts often goes with problem-solving skills, which is another feature that my future employees are expected to have. This policy is used by the world’s major tech company, Google (Stein, 2017).

Evidently, helpful proposals do not only come for those who work on innovations. Given this, all of the workers of my company will be free to offer new ideas, as well as have spare time to work on them (approximately 15% of their working hours). All things considered, the workers will have freedom in creating for the sake of improvement.

The next characteristic key to working in my company is communication skills, as employees often need to operate together in order to produce sound results. Subsequently, they have to possess social interaction skills to build trustworthy relationships that are possible to emerge in useful business connections with time. Undoubtedly, the joint work can result in higher achievements as the process is well-balanced. As a matter of fact, workers need to be empathic, intuitive to other people’s feelings, and patient. Ultimately, such staff will build a supportive, friendly community with humanistic values. The collaborative environment ensures the engagement of every single worker for achieving the company’s goals.

Apart from these, the potential holder of the job position has to be responsible. Being reliable includes being loyal to the company’s policy, culture, and goals, giving genuine feedback and personal opinion that may be useful for the correction of the components mentioned before. These factors ensure the safety of private information by preventing any leakage to the competitors, which can have detrimental consequences. Moreover, it helps to avoid lots of unwanted bureaucratic actions, slowing down the process of the work. To conclude, a high level of responsibility results in committed and reliable personnel for efficient work and successful improvement.

Two Leadership Qualities

In addition to the characteristics discussed in the previous section, workers need to have leadership qualities to be able to lead their projects. These personal traits include self-awareness and learning agility, which are the most significant among others. First, the company’s agents need to understand the outcomes of their decisions, and actions and be able to assess their influence on other workers, as well as on the company as a whole.

This characteristic is very close to the previously mentioned responsibility; however, there are some discrepancies between them. Personal awareness also includes stress resistance, which sometimes can be even more essential than trust (Stein, 2017). Ideally, workers, who have this quality, are able to link innovations, business goals, and personal ambitions skillfully.

Second, genuine leaders are always ready for acquiring new knowledge, as it can help them to distinguish the talented human resources for successful completion of the plans. In other words, there is a tremendous necessity for adaptation. The reason for this trend is the rapidly changing business situations that require novel strategies to cope with them. It is very similar to the evolution principles, which state that the fittest for the environment has the highest chances to survive and develop. As a result, the highly crucial characteristics are the ability to assess individual circumstances competently and readiness to accept new principles and habits.

Organizational Culture

Company culture consists of individual components such as the mission, values, goals, expectations, and ethics. They help to build the feeling of community belonging among the corporation staff, which evidently can affect the workflow positively (Stein, 2017). Consequently, employees are happy to be present in the workplace and are motivated to work for the business’s prosperity. I prefer to highlight the aims clearly, so workers will be free to design all other components of the work, such as the methods and positioning.

This style is the opposite of the traditional one, and in my opinion, is the most resultative. In order to certify the achievement of desired results, managers should be closely monitoring the employees, training the staff in case if there is a lack of knowledge or skills. Therefore, the latter will be capable of coming up with sound methodologies.

Apart from the friendship and support, the community will consider respect, empathy, honesty as its central values. While the first two are key to efficient teamwork, on which the major part of the whole process will be based, the others are vital for healthy business relationships. Moreover, sticking to these principles can guarantee plagiarism avoidance and unfair work distribution. As workers are expected to be happy to operate in the company’s community, they should avoid the major negative determinants of human nature. Instead, the propaganda of honesty and tolerance can stimulate the employees to acquire these traits.

Furthermore, the workers are vital to understanding the company’s goals, and it is better if their own ambitions overlap with them. It is even greater motivation for them to work for the corporation as their every contribution is another step to their dreams. As Stein (2017) suggests, motivation is the major stimulator of productive work that helps people to keep away from procrastination. Moreover, individuals with similar ambitions probably assist each other by giving authentic advice and providing essential support. That is why, in the recruitment process, their aims and achievements will be carefully studied.


To summarize, the creation of a company requires the consideration of multiple variables. The employees of my future company have to be creative, self-aware, and responsible, as well as able to build effective communication and hence learn from others. Such enthusiastic people will create a community, which perceives friendship, honesty, and respect as its core values. This order needs to be somewhat controlled so that it will be achieved with the joint work of managers and sincere feedback of the worker’s body.


Stein, G. (2017). Company Culture and Taking Charge: The Role of the Setting. And Now What? (pp. 65-87). Emerald Publishing Limited. Web.

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BusinessEssay. "Creating a Culture of Innovation in a Tech Company." November 20, 2022.