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Can organisational culture affect innovation?

In recent times it has become clear that innovation is fundamental for the success of companies, especially in the digital economy in which we live. However, the ideal conditions for innovation cannot always be found in the corporate environment. A critical factor is undoubtedly the organisational culture. How can organisational culture affect innovation and its success in companies today?

Since organisational culture is a set of values, beliefs, behaviours and norms that guide the behaviour of employees and the way the company operates, it is clear that it can affect innovation in a number of ways.

If the company culture is resistant to change or does not encourage experimentation, it can be difficult for employees to think of new ideas and implement them. Also, if the company culture does not value collaboration or open communication, teams may find it difficult to work together to develop innovative solutions.

On the other hand, an organisational culture that values innovation can be more than just a safe space to try out new ideas. The most innovative organisations are those that actively encourage their people to fail - this means they have carte blanche to experiment a lot and learn from each idea (whether it succeeds or not). These organisations are the ones that create the ideal conditions for collaboration between people, beyond function or department, optimising processes and workspaces so that their employees can actively seek synergies with each other and co-construct projects that are richer in perspectives and experiences. Such a culture encourages creativity and disruptive thinking, and supports continuous learning and continuous improvement.

From another perspective, it is about the importance of leadership in creating a culture of innovation, an organisational culture that supports innovation. Leaders should establish the vision and values of the company and create policies that encourage experimentation and continuous learning, creating safe spaces and being permeable to the error derived from experimentation. They must also promote collaboration between people, teams and departments, favouring multidisciplinarity and communication, as well as being willing to listen to people's ideas and support innovative projects.

Equally, leadership must be willing to invest in technologies and tools that support innovation and digital transformation. This may include the use of online collaboration platforms, data analytics tools and other technologies that can help the team work more efficiently and develop innovative solutions.

At Wellow™ Group we recognize that investing in innovation improves project performance as well as the lives of our employees. We believe that by providing the necessary tools, we are empowering people to be more efficient and productive, which is directly reflected in the quality of work we deliver to our clients.

In addition, the culture of innovation we foster at the Wellow™ Group also allows us to be at the forefront, offering unique and creative solutions to the challenges faced by our customers. We are committed to continuing to foster a culture of innovation, recognising that this is essential to our continued success and growth.

By Sónia Marques | Chief Technology Innovation Officer at Wellow™ Group