How to Promote Transparency at Work

Do you have a trouble keeping your employees engaged at work?

You might think you’re doing enough to help them remain involved and committed to your organization. Sustaining their enthusiasm at work might be challenging, despite a positive company culture.

Your organization might be lacking something, and it’s this concept that can help you ensure that your employees stay committed to the company. Do you know what it is?

One word: transparency.

When your employees are not engaged at work, it will cost you. They could be doing more to help you grow your company if you remember to keep them in the loop. That’s why promoting transparency at work is important.

 

Why transparency matters

A good working environment is founded on trust. Establishing strong trust between you and your team shows them that you are all going to be working towards the same goal for the organization. Transparency helps build that trust.

You can’t blame your employees for always fearing the worst whenever something shakes up your organization. That’s why management should make it a point to deliver clear messages to their teams with complete information. This way, they have a full understanding of why decisions were made.

When employees have these kinds of information, and when they understand the context of each situation, they will be able to make decisions on their own. They will become more efficient and also grow more confident in their ability to make calls right away.

Transparency will also make your employees more accountable. Informing them of team results and performance will motivate them to practice self-management in order to meet expectations. When they know what they need to deliver and what they’re working towards, they will remain engaged and focus on their work.

How to instill transparency

In order to promote transparency at your organization, you need to make your employees comfortable about speaking up. Encourage them to ask their leaders questions. Clear communication between managers and team members help them form relationships that make having candid conversations easy.

Start by approaching your team members about what they want to know. Find out the best way to deliver the message in a digestible way, then share it with them. For example, if your company recently conducted a survey, you should share the results with your team.

In line with this, your employees have to be trained to give and receive honest feedback. This will help teams grow and become better. Providing constructive feedback will allow employees to perform better. At the same time, managers should learn to respond to honest feedback from their team members in a positive manner.

Providing your employees access to information is not enough. You need to ensure that you provide context to help them make sense of what’s happening. Offer some commentary in order to shed some light on these situations and provide clarity on how it will affect them and others.

Lastly, don’t spare your employees from bad news. If they sense something important going on, and they have no idea what’s happening, they’ll feel unsettled. Don’t keep them in the dark, even if you have to deliver less than stellar news. You will at least give them the opportunity to process this information and have a better grasp of things that might unfold afterward.

Don’t allow your team members to just assume the worst only because they don’t know what’s going on. This can cause anxiety and tension within teams. If you share bad news, you forge trust. Withholding it from them will also be misleading.

They key is to be honest with your employees and deliver the bad news in a direct but reassuring way. They are more than capable of embracing it as well as creating a plan of action that will allow them to keep up with big shifts as well as their own mistakes.