Transparency, as it pertains to behavior, implies openness, communication, and accountability.
It says “I trust you and I value your opinion.” Now let’s swap “I” with “the company” for organizational and business purposes.
The company trusts you and the company values your opinion. Any employee met with this is going to feel their role is important, valued and critical to the bottom line. And it is.
If you want a culture that lends itself to bringing out every employee’s best efforts you need to be fully transparent of the companies goals and it’s abilities to get there.
Employees now more than ever crave meaning and purpose in their work lives as much as they do in their personal. They want the two to be intertwined and harmonious. They want to feel valued, trusted and challenged. It is in a company’s best interest to grant that craving and fan the flame of their employees’ purpose.
Employees need to be asking:
• Where are we headed?
• Who am I doing this with?
• How are we going to get there?
• And what part do I have to play in all of this?
If employees are asking these questions and the company is answering them with full transparency you’re ahead of the game and on the way to a winning culture and company.
Take Netflix for example as an extreme case. Spill numbers. Spill strategy. Spill the vision. Spill the goals. Patty Mccord, the woman who built Netflix’s culture encouraged her employees at Netflix to listen in on the earnings reports and read over the P&Ls. She knew that making employees privy to C-Suite knowledge bolsters trust and value. It aligns everyone. It says we trust you, this is where we’re at and this is where we want to go. How are you going to help us get there?
“Earn trust, earn trust, earn trust. Then you can worry about the rest.”
– Seth Godin
You’re probably wondering how to infuse transparency in the workplace? It’s easy. Start sharing. Start communicating. Start trusting. Just like any good personal relationship, a strong business relationship involves all of these. If that new marketing campaign leading up to that webinar didn’t do well, say it and talk about it. Figure out together how to do it better next time. If Q2 isn’t meeting expectations, talk about it. Express the failure and embrace the process of getting it done better next time. Trust your co-workers with individual and teamwork issues and be transparent about the results. That’s going to drive optimal workshop sessions and encourage everyone to bring their two cents to the table and figure out the best solutions.
Now go into the office tomorrow and start practicing transparency and start reaping the benefits of trust, loyalty, and harmony amongst your colleagues. Fan their purpose.