“Employees don’t quit their jobs; they quit their bosses.”
“More than a quarter of employees don’t trust their employer.”
“Only half of them believe their employer is open with them.”
The above statements from multiple surveys, including one from the American Psychological Association, reflect poorly on management culture in the world. It is indeed puzzling why companies are not more transparent, given that it directly improves productivity, communication, trust and most importantly, innovation.
But easier said than done. So how should you go about it? Here are FOUR values that foster transparency in the workplace, and examples from companies around the world who have implemented them successfully:
COLLABORATION: creating collaborative experiences
Collaboration is the latest corporate buzzword, next only to innovation. Collaboration is about accomplishing a common goal through a shared learning process. Simply put, it is teamwork functioning at its highest degree. Rooting for collaborative experiences, thereby encouraging cooperation, is one of the most effective ways to build trust among employees.
Coming as an almost natural example is Google Inc., which has been synonymous with collaborative innovation. Understanding the power and importance of bringing minds together, Google has a dedicated workspace for collaboration called the Google Garage. Acting as a House of Commons, Googlers pool in together in this space from across the company to learn, create, and innovate.
Tip: In order to facilitate this culture of collaboration, a good starting point for organizations would be to work around their physical spaces and office décor to create an aura of openness for collaboration and creativity to flow in.
COMMUNICATION: creating an open communication channel
Sharing of information across an organization, however big or small, is one of the most pertinent challenges in the corporate world today. Adding to it is the element of hierarchical structures that compound the seemingly simple task of communication to a herculean level. Therefore, embracing open leadership is one of the first steps to creating an open channel of communication. Top-down leadership is passé. The new evolving mantra is to step down from the archetypical high chair and develop a flat and organic organizational structure.
Consider the example of Cisco Systems. Right at the helm of Cisco’s communication culture is its CEO, John Chambers. Leading by example, he believes in the power of conversation and makes a conscious effort to always stay in touch with employees through online forums. A commendable initiative along this direction is the “Cisco birthday chat,” where he hosts Cisco employees (whose birthday falls in the stipulated time period) every two months. The best part about this is the fact that the chats are pretty informal, sans senior managers, thus leading to a truly open and transparent discussion.
Tip: Typical corporate communication is focused and relevant, with meetings scheduled in advance, and with tight agendas. While this is critical, it is important to mix it up with impromptu stand-up meetings and “water cooler” chats that helps connect with the team.
CLARITY: Ensuring clarity of thought, and information, even during tough times
Delivering the news (good and bad) by disclosing key information is valuable to opening up dialogue and interaction. Talking with employees makes a world of difference in developing a culture of transparency. Embedding the concept of clarity in your communication makes way for more accountability among the team, and thereby builds an environment of trust in an organization.
For instance, Zappos, the online shoe enterprise, exemplifies a culture of transparency right from the word go – its vision statement reads “Build Open and Honest Relationships with Communication.” True to its policy, as a consumer-focused retail enterprise, CEO Tony Hsieh personally maintained an open channel of communication on social media, directly addressing questions and concerns about the future of the organization during one of its difficult patches.
Tip: As Zappos demonstrated, it is critical to walk the talk with clear communication that incorporates additional relevant information, where possible.
CONSISTENCY: Maintaining transparency with consistent and persistent efforts
Building a culture of transparency is not a one-off approach. It is a journey by itself. Identifying key values that contribute to a transparent culture is probably the first step leading up to continued commitment to those key values. A great culture is the culmination of a responsible leadership, trusted employees, and shared values.
General Electric (GE), the multinational conglomerate, is known for its decade long efforts at maintaining a sustainable culture of transparency. This is generally attributed to the charismatic leadership of Jack Welch, former CEO of GE, who believes in transparency as a norm, wherein every employee is seen as a driver of positive change.
Tip: Hiring the right people who share your values is critical for maintaining transparency in your organization. Define your values and share it with every employee.
So is it difficult to build a transparent culture in your organization? Or is it easy only if you are small? If giant companies like LinkedIn and Google can create a transparent culture, then all it needs is a mindful effort that consistently and deliberately focuses on improving transparency in your organization.
