Business Tips: Are you being transparent with your employees?

According to research, companies that trust their staff are more successful, but is there is a "right" way to be transparent in business?

Transparency, as a buzzword, is everywhere. We want it as customers, citizens and employees. It’s fair to say that the days of the “need-to-know culture” in business are numbered. But how do you do it right without giving away all the company secrets?

Be accountable

“Being open, honest and accountable to all stakeholders, should be at the core of every corporation,” says Neil Gaught of brand reputation management company Neil Gaught & Associates. “Any leadership with an ounce of common sense and a finger on the pulse of rapidly changing expectations of consumers and staff alike will know this.”

Gaught adds: “Don’t deny access to requested information; immediately deliver. Admit to mistakes immediately and don’t use tactics that delay information being handed over.”

When you sometimes need to conceal the full truth

There will be times that you are simply not allowed to share information due to it’s sensitivity. But be aware that secrecy will not go unnoticed, especially in a small team.”

Ask your staff their opinions whenever you can as employees will always speculate. The best employers pre-empt that by keeping their staff well and truly in the loop. Ask their opinion on matters. It’s a way to show your team that you trust them and respect their opinions.”

Don’t spin information

Don’t package or spin responses. Things will only come unravelled in the end and your staff will see through this.

Says Neil Gaught: “Comparison sites don’t just judge insurance these days they judge corporate behaviour and how open a company is often an important criteria.”

Nobody ever said: ‘I really like working here because I don’t know what’s going on and everything thing is on a need-to-know basis,’ but they probably did say: ‘I really like working here because know what’s going on, what the purpose is and where I am helping in that.’

Look after the middle men

A breakdown of relations between staff and management is one of the most common causes of disputes and constructive dismissal cases. Quite often these problems come as a result of rifts that can easily be maintained by good communication between bosses and their teams.

Good communication tends to squash the rumour mills where workers believe the smoking shelter or water cooler doubles as an unofficial boardroom.

But remember to think long-term

It’s all very well to get carried away with giving full disclosure to everyone including the cleaner but, be discreet too. Remember that if any of your staff leave in a bad way, your honesty could haunt you.”