Workplace transparency is when an organization and its employees openly and freely share information about processes, decisions, goals, expectations, and other matters. In today's workplace, there is also a legal element to transparency that organizations and human resources must pay attention to. For example, the wage transparency law is implemented with the aim of ensuring equal pay for work of equal value.

Four Pillars of Transparency

The Culture Monkey platform, which assesses employee status, has identified four key pillars of transparency in the workplace, which are:

1- Communication: Transparent communication primarily means two things: first, ensuring that messages are easily understandable, and second, actively listening to feedback.

2- Accountability: In a transparent workplace, individuals know who is accountable for what. This increases the likelihood of fulfilling commitments, and individuals take responsibility for tasks that did not go according to plan.

3- Information Disclosure: Access to necessary information is essential for informed decision-making.

4- Accessibility: In a transparent organization, individuals can easily access the information they need to perform their tasks without unnecessary barriers.

The existence of transparency in the workplace is very important for the following reasons:

Building Trust: When transparency exists, a sense of trust between employees and managers is strengthened.

Promoting a Culture of Free Expression: An environment where questions, concerns, and ideas can be freely expressed encourages innovation and continuous improvement and will attract applicants. According to a 2018 study by Slack, 87% of employees wanted their future company to be transparent.

Reducing Rumors and Misinformation: Transparency minimizes the likelihood of rumors and misinformation spreading within the organization.

Improving Decision-Making: Employees at all levels can make more informed decisions with access to more complete and accurate information.

Facilitating Change Management: During times of change, transparency can help reduce resistance and fear among employees.

Encouraging Accountability: When actions and decisions are made transparently, a sense of accountability is fostered among employees.

On the other hand, a lack of transparency in the workplace also has its consequences. Some of them include:

Reducing Innovation and Creativity: Transparency fosters an environment where ideas can be freely shared and discussed. Without transparency, innovation and creativity will be stifled, as employees may feel insecure or unmotivated to present their ideas.

How to Improve Transparency in the Workplace?

There are several strategies that human resources can adopt to improve and ensure transparency in the workplace throughout the employee lifecycle:

1- Incorporate Transparency into Your Employer Branding

Instead of overselling the benefits of working for the organization, think about conveying all aspects of the job and industry, even the less attractive ones. For example, suppose you are hiring people for a role that can be physically demanding. Explain to applicants what this role entails. Post uncensored employee descriptions for individuals who have recently joined the company on your website, showing a realistic picture of what is needed for successful execution of this role.

2- Set Realistic and Reality-Based Expectations

Transparency in hiring and selection encompasses various aspects. First, it includes transparency about the application process; what should applicants expect? How long should they wait for a response? What is the overall timeline for the process? Who should they contact for inquiries? Second, it includes transparency about job and organizational expectations; what salary range is offered? What growth perspective does the organization provide within what timeframe?

What performance standards are expected from employees? Finally, an aspect that is often overlooked yet crucial is establishing clear expectations about what should not be discussed prematurely. For example, in today's fast-paced company, it is very important to inform applicants or newly hired individuals that many aspects are unstructured and require self-driven initiative.

3- Assess Different Levels of Transparency

Note that not all information can or should be openly shared with every employee. Information and determining the appropriate level of transparency for each level should be classified based on factors such as communication, sensitivity, and potential impact.

4- Encourage Ongoing Dialogue

Train managers on the performance management approach as an ongoing conversation and have continuous dialogues with employees throughout the year instead of annual discussions. Doing so will create a stronger relationship between managers and employees and foster greater trust and transparency.

5- Open Communication Channels

For free communication, create multiple channels such as regular meetings (at the company level), feedback and suggestion boxes, and digital platforms where employees can express their concerns, ask questions, and provide feedback. Ensure these channels are accessible to all employees and are actively monitored for responses and actions.

6- Involve Employees in Decision-Making

Active employee participation in decision-making plays a vital role in this. Additionally, training employees to give and receive effective feedback can help create a more open and communicative work environment.

Types of strategies for achieving transparency in the workplace

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