LinkedIn, as well as websites like Glassdoor, have completely changed the game when it comes to job hunting. Companies who maintain a motivated workforce eager to contribute to overall success will evolve, while those who fail to foster openness and transparency with their employees will go extinct. Though transparency is a bit of a buzzword, it is also a key asset as you build your team and maintain your culture.
So where to start on this mission of greater openness? Start at the beginning and commit to transparency in your Employee Value Proposition. By putting a stake in the ground with your EVP, and by truly living it, you will attract and retain employees who value transparency. You will also create a positive feedback loop that will help your management team be better at what they do.
Social media demands us to celebrate successes and get ahead of “situations” in real time. As more organizations become purpose driven, and are very active on social channels it is critical to have open, trusting work environments. According to INSEAD, North American Millennials cited “empowering employees” as the top trait they sought out in management. Open, two-way conversations are a big part of that.
The most sought after employees are exposed to a tidal wave of opportunity from companies across the country and beyond. This is no fluke: these are people with a proven track record of getting things done, and being positive contributors to the workplace. They want to dive into a company, learn about what’s great, what could be better, and play a part in making change. None of this is possible if they’re left in the dark.
As managers, what else can we do to promote transparency? Learning from mistakes is a good way. By remaining open and transparent through a project that’s gone a bit sideways, you will benefit from better ideas, deeper insights, and ultimately, more positive actions from people who want to improve and contribute to future success, rather than people who feel they must improve or face the consequences.
It’s hard to be transparent when you are behind your closed office door, or in back-to-back-to-back meetings. Walking the office, keeping some unscheduled time in your calendar, taking the initiative to discuss projects — these are things you can do starting tomorrow. Enabling your team to access information, resources, and contacts they need, will also ensure their voices are heard. Most of all, explain yourself. Invite and listen to feedback as much as you can. It will foster involvement at all levels and will encourage team members with different insights and opinions to share their ideas and improve future decisions.
Some managers struggle with giving critical feedback. But every good chef knows that you need to crack some eggs to make an omelette, so teaching your managers how to provide timely and constructive feedback that properly addresses issues and fosters new thinking will naturally lead to a more transparent employer brand.
So perhaps it’s time to revisit that Employee Value Proposition. Dust it off and see if it supports transparency. If not, consider reformulating it so that transparency and openness are an integral part. It could be the first step in encouraging productive, two-way conversations throughout your organization.
About Blu Ivy Group
Blu Ivy Group is a leading employer branding and employee engagement consultancy that aligns your organization with contemporary workplace paradigms. Our mission is to help client’s build award-winning people practices, inspire extraordinary employee engagement, and cultivate unique and desirable workplaces. We provide integrated solutions in employer brand and engagement research, strategic consulting, employer brand integration, creative and talent communications.
Blu Ivy Group is a trusted partner to many of North America’s most respected employer brands. For more information, visit us online at bluivygroup.com or contact us at info@bluivygroup.com.