Corporate conformity is the buzzkill of creativity. Most people have been there at some point. Stuck in a stifling environment where creativity is being sapped and employee personality suppressed, just to fit the corporate and ‘professional’ mould.
The question is: how can employees truly and confidently contribute their ideas if they don’t feel safe to do so, for fear of being called out, challenged or told off?
Instead, what if we encouraged employees to show off their quirks, bring their full personality to work and actually dial up who they are and what they stand for? What if we embraced individuality in the workplace?
Companies that crack this code are the ones that unlock next-level creativity, create a thriving innovative environment and truly set themselves apart from the pack. If you’re looking to be a leader in your industry, letting your employees be themselves is no longer just a nice-to-have or a luxury, it’s a business imperative.
You can’t just slap a ‘be yourself’ sticker on the wall and expect magic to happen.
Corporate conformity kills innovation and hurts your business
Rigid corporate cultures are like putting a straitjacket on innovation with zero room to wiggle. You may think you’re keeping things neat and professional, but in reality, you’re clipping the wings of creativity across a huge pool of talent.
When employees feel like they have to hide parts of themselves or stick to the same old corporate formulae, their thinking stays inside the box. It’s predictable, it’s safe, and frankly, it’s stale.
Conformity might give you consistency and ‘the usual’, but consistency rarely brings fresh ideas to the table. And in today’s fast-paced world, where competition is fierce and disruption is the name of the game, innovation is your ticket to success. You need wild ideas, fresh perspectives, and bold problem-solving, none of which thrive in a conformist culture.
Personal expression fuels diverse thinking
It’s no coincidence that the best ideas often come from people who approach problems from unexpected and alternate angles. That’s what happens when you encourage personal expression at work. By allowing employees to bring their full selves – their quirks, their humour, their outside-the-box thinking – you create a culture where diverse ideas are not just welcomed but celebrated.
When people feel comfortable being themselves, they’re more likely to share ideas openly, without fear of being judged, brainstorm on creative angles without holding themselves back, and collaborate boldly to bring the best ideas together as a team.
This openness leads to innovation because you’re no longer getting the same recycled suggestions from people trying to fit in. Instead, you’re getting fresh takes and unique solutions that push your business forward in new and exciting ways.
Leadership’s role: empowering employees to be themselves
Leaders play a huge part in this – they need to be the example. You can’t just slap a ‘be yourself’ sticker on the wall and expect magic to happen. It’s about building a culture from the top down where individuality is truly valued, at every level in the workplace. Leaders must lead by example – be open, show personality, and encourage others to do the same.
When employees see their leaders embracing their quirks and being real, it sends a strong message that they have permission to do the same. It creates a ripple effect throughout the whole company, one that breeds openness, trust, authenticity, and, of course, innovation. When people aren’t worried about how they’ll be perceived, they spend more time solving problems and less time self-censoring.
You can cultivate a culture of individuality without descending into absolute carnage and chaos.
Cultivating a culture of openness (without sacrificing professionalism)
This part is where HR can start to feel a little nervous. ‘Won’t things get out of hand if we let everyone be themselves? Where’s the line between personality and professionalism?’.
Well, here’s some good news. You can cultivate a culture of individuality without descending into absolute carnage and chaos. In fact, allowing employees to be more authentic doesn’t mean abandoning professionalism in the slightest. It’s about giving people room to breathe, express, and contribute in ways that feel true to them, while still aligning with the company’s values and goals.
Three actionable steps
Hopefully, you’re sold on the idea that encouraging employees to be themselves naturally leads to greater innovation in the workplace, but what do you do next? How do you actually make this a reality in your company?
Here are three actionable steps to get you started:
Lead by example
Encourage those in leadership positions to take the first step by showing off their own personality. It really can be as simple as ditching the corporate jargon in meetings, or simply sharing a personal story in the company newsletter.
When the leaders are authentic and real, others will follow suit. Not to mention it humanises the entire company in a way that makes employees feel more connected.
Build spaces for creative expression
Create environments that create collaboration, authentic expression and free-thinking.
This can be through an informal brainstorming session, a walking meeting in the park or a Slack channel where employees can share ideas and react to messages with as many emojis as their heart desires.
Incorporate individuality into your values
Make ‘be yourself’ (or similar) a core company value. When it’s part of your business DNA, everyone from the CEO to the newest hire knows that bringing their full self to work isn’t just tolerated, it’s encouraged (and expected!).
The business case for employee authenticity
If you want to lead your industry and get ahead of the competition, the secret isn’t in more boring rules or tighter guidelines (which usually make employees feel trapped). It’s in loosening the reins, embracing individuality, and letting your employees show up as their authentic, brilliant selves.
