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 HR must consider. For example, wage transparency laws are implemented to ensure 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: Clear communication primarily means two things: first, ensuring that messages are easily understandable, and second, active 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 Speech: An environment where questions, concerns, and ideas can be freely expressed encourages innovation and continuous improvement and will attract applicants. According to research from Slack in 2018, 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 employee resistance and fear.

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

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

Decreased Innovation and Creativity: Transparency fosters an environment where ideas can be shared and discussed openly. 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?

Several strategies can be adopted by HR to enhance and ensure transparency in the workplace throughout the employee lifecycle:

1- Integrate Transparency into Your Employer Branding

Instead of overselling the benefits of working for the organization, think about conveying all aspects of the job and the industry, even those with less appeal. For example, suppose you are hiring people for a role that may be physically demanding. Explain to candidates what this role entails. Post uncensored employee descriptions for those who have recently joined the company on your website, presenting a true picture of what is needed to successfully thrive in this role.

2- Set Realistic and Reality-Based Expectations

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

What performance standards are expected from employees? Lastly, an often overlooked yet crucial aspect is to establish clear expectations regarding what should not be prematurely discussed. For instance, in today’s fast-paced company, it is essential to inform candidates or new hires that many aspects are unstructured and require 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 relevance, sensitivity, and potential impact.

4- Encourage Ongoing Conversations

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

5- Open Communication Channels

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

6- Involve Employees in Decision-Making

Engaging employees actively in decision-making plays a vital role in this matter. Additionally, training employees to provide and receive effective feedback can help create a more open and communicative workplace.

Types of strategies for achieving transparency in the workplace

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