Authentic Transparency Policy -
I define transparency as open and honest communication with all of your stakeholders — your employees, your clients, your partners and your neighbors. Transparency is acting authentically with the goal of achieving the best result for all. The definition makes it sound easy, but true transparency may be a little uncomfortable at times.
Just know that the benefits are always worth a few uncomfortable moments. The biggest benefit of transparency in the workplace is that it reduces fear and increases trust. In the absence of information, each person will interpret a situation differently. We know that often the interpretation will include scenarios far worse than any that may actually be happening.
Why create that unnecessary instability? Do yourself, your employees, and your clients a favor — be transparent. According to a recent TinyPulse study , Transparency is the 1 factor that drives employee happiness. Speak from your heart. Be human. Put away the scripts and the corporate talk.
This is how you will truly connect with people. Share your own struggles. Seek feedback. Create a feedback mechanism that allows people to answer authentically. Be prepared — some feedback you may not want to hear, but you need to hear it.
If you want to be great, you will have to have thick skin. Survey tools like TINYpulse and Survey Monkey allow you to send lightweight, anonymous surveys that can be managed very easily. These tools are helpful because your people will appreciate having an anonymous platform to voice their feelings.
This also provides a valuable opportunity to show employees how much you value not only their work, but also their suggestions. But remember, if you are asking for feedback, make sure you are prepared to do something about it.
Nothing will deflate someone more than when they put themselves out there and offer real feedback or suggestions but see no follow-up action being taken. Share everything you can. Every Monday at noon, we rally as a company to share the happenings of the week.
At the end of each month, we share our financial results. Every employee knows exactly how we are performing as a company — the good and the bad.
My rule is that no question is off limits. For every question, I promise to provide one of three answers:.
This promotes unity and a sense of belonging as most people enjoy being a part of something bigger than themselves. Documenting everything also includes informal gatherings too.
Record Lunch and Learns or guest workshops so people can catch up on company happenings especially for dispersed teams and those who enjoy flexible work schedules.
At Jostle, we try to make a conscious effort to upload all information and resources to our intranet's Library. There should be timely communication happening at all levels of the organization. Invites for questions towards management can help foster a sense of trust and openness, rewarding curiosity.
Having to lead difficult conversations through tough encounters requires vulnerability , a quality that makes it easier to build rapport and connection with. In a transparent workplace, we need more than constant top-down relay of information; instead, leaders should ask for feedback both ways.
When receiving challenging feedback, make sure comments are received and address concerns directly. At Jostle, we practice co-creation to regularly involve and jot down the consideration of all stakeholders before making any decisions.
The rise of employee activism means that more and more employees are holding their employers accountable, particularly on issues such as diversity, pay, and community improvement.
Transparency allows individuals to feel in the know and a part of something bigger. Promoting authenticity means that employees are allowed to express themselves and contribute from their unique viewpoints and experiences.
A transparent and authentic work environment contributes to meaningful work and trusting teams, and truly makes a difference. Read more by Faye Wai. Find out more at jostle. All rights reserved.
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