Many researchers and engineers have strong professional abilities, but they lack professional knowledge in leadership and management. If enterprises can invest heavily in leadership and management training, they can cultivate a group of experienced local core cadres, guide future leaders and help them complete the transformation from excellent scientists to excellent managers.
2. Cultivate innovative talents
Rotate the high-potential rookies in the R&D center, so that they have the opportunity to get in touch with in-depth research work in more mature markets. If the training course is to be effective, it is necessary to set clear standards for candidates. If you choose the management route, graduates will start as researchers and then gradually be promoted to the position of laboratory manager or global technology manager in a specific field. No matter at any level, the company has formulated a set of clear assessment standards, which will be clearly conveyed to employees, and at the same time, with the establishment of the reward system, the employees who have made contributions will be praised.
For example, graduates with engineering background hope to increase their understanding of business and management after choosing the scientific expert route for a period of time and have the opportunity to quit.
3. Establish an apprenticeship system.
Enterprises can consider providing opportunities for researchers and senior scientists to work side by side on specific projects. Personal assistant is not an administrative position, but a fast track for a rookie who has the potential to become a manager to be promoted to a senior position. Companies can set up personal assistant positions for senior R&D researchers, thus establishing a growing network of innovative talents. Candidates for personal assistants should be researchers or engineers with high potential.
4. Promote innovation through other R&D modes.
Enterprises can also consider establishing a "research and development department" responsible for a single product. This will give the department a greater sense of responsibility, undertake all R&D decision-making responsibilities in its specific market segments, and even improve the development prospects of innovation. Another way to encourage rapid innovation is to go public before the product is perfect.
5. Create an enterprise environment for nurturing talents.
Companies must also implant cultural norms into local teams. Affirming employees' achievements through internal communication, group meetings and one-on-one meetings with senior executives is also very useful for building employees' sense of corporate honor and ownership. Enterprises have the responsibility to understand the tendency of employees, and at the same time, they should make greater efforts to create a working environment in which employees can freely express their inner thoughts. Let them work more freely, thus improving their creativity and productivity.