Simply put, workplace transparency is a culture of openness. It is an approach or policy, as well as a method of communication. Transparency is very much a modern approach and is characterized by leadership openly sharing information which may affect the business, its customers, and its employees.
Externally, transparent organisations will be open about issues such their environmental performance, and their supply chain. Internally, the business will tend to be more open about goals and strategies including those which may negatively affect their people, such as reorganizations or downsizing.
In a business with a culture of openness, it will be very difficult for a non-transparent people manager to move forward, or even to survive.
Is Workplace Transparency just a leadership buzzword?
Workplace transparency is definitely not just a leadership buzzword, it is a highly-prized value.
Businesses that demonstrate this value bolster consumer confidence as they come across as more trustworthy than those that are secretive. Customers are more inclined to do business with them as they have greater visibility into their operations.
Top talent will be attracted as they look for organisations with values that mirror their own. Employees like to hear from their leadership, they want a deeper understanding of their ethics and their drivers. They want to work for businesses who will answer their important questions.
Are there situations where it is okay not to be transparent?
This is an interesting and subjective question. I’m going to say no… Times are changing. Traditionally off limits conversations are now fair game.
Salaries?
Did you know that Buffer publishes salary information for all its employees? Not just that but it also posts the formula it uses to calculate salaries.
Employees don’t need to develop money mindset issues at Buffer. While they are currently the famous example they are not alone in this practice. Many tech companies are open about salaries and Whole Foods even began this practice over thirty years ago.
Supply Chain?
In her recent article for American Express Christin Parizo comments on the changing dynamic of supply chain:
“Businesses that can prove the origins of their goods, including the absence of forced labor, not only boost their reputations with consumers but also demonstrate their compliance with laws that require disclosure of efforts to prevent human trafficking and forced labor.”
In other words, integrity is vitally important to consumers, and this type of workplace transparency allows them to ensure they have the information they need to make their brand choices.
Ethical brands are in.
Three things you can do right away to be more transparent
1. Share, Share, Share
Developing a culture of sharing will demonstrate workplace transparency and it takes virtually no effort. Share industry news, articles, competitor information, whatever appeals and whatever you think will generate thoughtful conversation. Don’t wait until you have some difficult news or for the quarterly results to come out. Share on a regular basis and encourage your team to follow your lead.
Doing this will get your team used to information coming their way. Believe it or not it will build trust with them because it shows you have their best interests at heart. They will be way more open and receptive when the time comes that you do have something a little more difficult to share.
2. Ask your team what they think
Following on from the advice above, I have seen great results when opening up group conversations about shared materials at team meetings. Without pressurizing your team to comment if they don’t want to, asking people for their opinions and then responding to them, and having a group conversation is very powerful. It’s vital to remember that just going around the table for an opinion will not have the same effect, it has to be a discussion.
Start small, in the beginning you might not get much take-up but it will grow. On some occasions you might want to ask people to bring their opinions because you’re going to initiate a conversation. Before you know it everyone will be throwing their hats in the ring!
3. Raise issues calmly
An important thing to remember about practicing workplace transparency is that on occasion it takes courage. Tough messages need to be delivered everywhere, it’s the way you do it that counts. Use a calm and unflustered approach to raise difficult topics. Use silence to add weight, speak slowly, and give time for the group to digest the message.
Ask them what they think and use the group conversation model to show that you’re interested in hearing what they have to say. Use this as an opportunity to ensure they understand reasoning behind the issue at hand.
Your willingness to talk about issues, to have open discussions, and not shut people down when they want to get an understanding is the difference between showing transparency and not showing it.
Remember: The way you act should not be dictated by whether your leaders demonstrate the same transparency, it starts with you.
What Do You Think?
Let me know your thoughts on this in the comments below, I would love to hear from you.
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Bibliography:
Customer Benefits of Transparency in Supply Chain Management Systems by Christine Parizo: https://www.americanexpress.com/us/content/foreign-exchange/articles/transparency-in-supply-chain-management