Building An Organizational Culture Of Transparency

2 min read
Jan 7, 2015

an organizational culture of transparencyTransparency. What exactly does it mean when associated with organizational culture? It’s giving employees unfiltered insight into a company’s operations and future. It’s giving employees a voice. And most of all, it’s trust.

Many companies are still trying to figure out how to build a culture of transparency, but they don’t know where to start. Follow these three rules, and you’ll be able to bridge that gap in employee-manager relationships.

Hold All-Hands Meetings

Regardless of how big your company is, all-hands meetings are the key to transparency. Gathering employees into one room makes sharing information easier than sending out a company-wide email. When everyone’s on the same page, it prevents information from getting miscommunicated from one person to the other—the corporate telephone game.

Use these meetings to share financial updates, wins (losses, too!), and any company goals. Making leadership visible is a powerful message to employees. It shows that management is eager to share information and isn’t trying to build a fence around what employees should be told.

Give Employees A Virtual Suggestion Box

Every employee has something to say. More often than not, they’re hesitant to directly approach their manager about an issue, concern, or suggestion. To solve the problem: give them an anonymous virtual suggestion box.

But the saying is true, “Actions speak louder than words.” Managers need to act upon these suggestions in order to build trust with their employees.

Consider presenting these suggestions during meetings. Take this chance to deliberate as a group and vote on what action should be taken. It’ll show that managers are interested in sharing the feedback they’re getting, and that they’re willing to hear their employees’ voices.

Let Employees Stay Connected

Employees need a way to instantly connect with one another. Instant messaging or platforms that encourage collaboration allow employees to interact across teams, departments, or the whole company.

Basically, getting employees and managers to open up through communication streamlines the process of information sharing. People teach each other. They learn from each other. It provides insight as to how other departments operate, which breaks down cross-departmental animosity.

Trust can’t be built overnight. But instilling the three rules above are the first steps you should take to building a culture of transparency.



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