How can you create a culture of transparency for better performance?

Transparency in culture can be created by only and only with team, one person can not be a culture changer. We need to define the Culture to everyone single person and every single person has to be committed to maintain that. This is not a task, this is the willingness which come from inside of individual which show the character of individual.

Creating a culture of transparency is crucial for enhancing organizational performance. As a consultant, I have fostered transparency by implementing open communication channels and promoting information sharing. One impactful example is where I facilitated regular courageous conversations to discuss employee sentiment and social injustice challenges, openly. I introduced anonymous suggestion boxes to encourage employees to voice their concerns without fear of reprisal. I also advocated for the implementation of a transparent performance evaluation system, providing employees with clear criteria and feedback. These initiatives improved communication and build trust among employees, fostering an environment where everyone felt valued.

Tenho vivenciado profundamente a cultura da transparência, especialmente no que diz respeito aos dados associados à gestão de pessoas. Todos os dados, desde as pesquisas de eNPS até as avaliações de engajamento, são compartilhados com toda a equipe. Essa prática visa criar um ambiente seguro, onde cada indivíduo se sinta à vontade para expressar suas opiniões e falar sobre suas experiências, permitindo-nos aprimorar coletivamente nosso ambiente de trabalho, levando em consideração a subjetividade e singularidade de cada um.

Creating a culture of transparency for better performance involves open communication, where leadership actively shares company goals, challenges, and successes. Encouraging feedback and ideas from all levels of the organization fosters a sense of inclusivity and trust. Regularly sharing performance metrics and progress towards goals helps staff understand their role in the company's success. This approach builds a collaborative environment where everyone feels valued and informed, leading to enhanced engagement and performance.

If you are done with the organisational vision and mission, introduce the organisational culture development project. Fix Accountability department and designation wise across the organisation. Focus on communication & relationship between managers and on the ground workers. Keep Transparency limited but rights for the end users. Accept the innovative ideas from the ground workers. Insure One Company One Team (OCOT) on all the organisational & social issues. COVID Pendamic has shown us the real life example on Accountability, Responsiveness, Transparency, Innovation, Collaboration in each organisation.

Buscar e estabelecer canais de comunicação abertos e eficazes é fundamental para criar uma cultura de transparência, ou que possa incluir reuniões regulares de equipe, atualizações por e-mail ou uma plataforma de comunicação interna. Por exemplo, uma empresa pode implementar uma política de “portas abertas”, onde os funcionários sentem que o ambiente é seguro e acolhedor e são incentivados a compartilhar suas ideias e preocupações diretamente com a liderança.

This is a very key step in having a transperant culture leading to high performance, employees ask to know the how, why and when in the process in a consistent and clear tone. They want to understand the metrics from the top, how decisions where made, this leaders can give back through consistent town halls or fireside chats giving clear answers through business updates on performance and where the business needs to be in the next quarter, through HR explaining the annual performance cycle the process, the approach and tools to be deployed showing objectivity of how data will translate to clear results. Employees also trust the process through transparence when they know what's in it for them 'the when' through clear performance outcomes.

Involving the team in exploring and shaping a shared vision will help you gain their buy-in. As the leader, you can and should guide the direction of the vision. However, for the team to be fully engaged, it is important for them to have a voice in defining the vision. Further, no one person (not even the leader) is smarter than the team as a whole. Each team member brings different life experiences to the conversation and the team will almost certainly come up with good ideas that you had not considered as well as improvements to your original vision.

É de suma importância o envolvimento do time na construção das metas para que eles se sintam parte da construção e corresponsáveis pelo atingimento daquilo que definiram.

Transparency is a culture that needs to be developed at all levels; it is not something that can be achieved top-down. Promote candid communication among staff members and involve them in decision-making. This might include open forums, input boxes, or frequent town hall meetings. Employee engagement and commitment to the organization's objectives are higher when they feel valued and included.

Um fator super importante, é promover a responsabilidade em todos os níveis da organização e que pode ajudar a criar uma cultura de transparência, sem contar que, pode ser feito estabelecendo metas claras e mensuráveis e incentivando as pessoas por alcançá-las. Por exemplo, uma gestão pode estabelecer e comunicar metas trimestrais para sua equipe, e realizar reuniões regulares para acompanhar o progresso em direção a essas metas, e entender os pontos de melhorias e o que precisa ser feito caso seja necssário recalcular a rota.

Communication and Information Sharing: - Encourage open and frequent communication across all levels. - Share relevant information, data, and insights with employees. - Promote collaborative decision-making processes.

Gestão a vista é o melhor caminho de compartilhar dados e resultados com todo o time. Com uma periodicidade mensal ou trimestral, é importante toda a empresa ser avisada de qual o desafio e qual resultado atingido até o momento para todos saberem se estão bem encaminhados ou precisarão ser criativos para alcançar o resultado.

Be forthright about the performance of the company, both its achievements and its setbacks. By sharing important data, financial outcomes, and objective progress, employees may better grasp the company's current state and how their job fits into the bigger picture.

Uma empresa que propõe algo para seus colaboradores e não cumpre acaba violando algo que foi prometido e acabou não sendo feito. Uma empresa que acaba dizendo para o candidato (a) que a empresa é de uma forma e quando essa pessoa é contratada, tudo o que foi dito no processo seletivo está longe da realidade. Acredito que mostrar para as pessoas que já estão ou ingressarão na empresa qual a realidade da mesma é um boa escolha, pois as pessoas acabam não tendo expectativas e acaba que ao ingressar na empresa podem até entregar resultados e ficarem desesperançosos por promessas que foram prometidas mas não serão cumpridas e com isso a rotatividade pode surgir e tornar-se natural nessas empresas.

The #1 precursor to building trust in an organization is the willingness to emote vulnerability. This is especially true for the leadership of a company. Transparency and the willingness to proactively communicate vulnerability is critical to inculcating it into company culture.

Não podemos deixar de citar a importância do feedback regular e construtivo, que pode ajudar a promover a transparência, permitindo que os funcionários entendam como estão se saindo e onde podem melhorar. Iniciativas que podem ser realizadas através de avaliações de desempenho, pesquisas de funcionários ou sessões de feedback individuais.

When soliciting feedback from employees, ensure any actions taken as a result of that feedback are linked back their input. It is important to demonstrate that asking for feedback is not just lip service. Employees will stop giving their opinion if nothing is done with their suggestions. Share when change is a direct result of employee feedback and when it is not possible to implement change and why.

Promote Feedback and Criticism: - Create a safe space for employees to provide feedback and raise concerns. - Encourage constructive criticism and feedback at all levels. - Act promptly on feedback and acknowledge employee input

Actually listening to feedback from your team is the most valuable activity you can do to build trust. Then trust leads to confidence, accountability and transparency in communication.

Creating a culture of transparency is essential for fostering better performance within an organization the next strategies to promote transparency and improve performance • Lead by Example • Clear Communication • Share Information • Establish Trust • Provide Feedback and Recognition • Promote Collaboration • Empower Employees • Continuous Learning and Improvement • Employee Engagement • Performance Metrics and Accountability By implementing these strategies, organizations can create a culture of transparency that fosters better performance, collaboration, trust, and employee engagement. This culture enables employees to make informed decisions, take ownership of their work, and contribute to the organization's overall success.

Sempre reforço a importância da cultura do aprendizado, e aqui não é diferente! Pois promover uma cultura de aprendizado contínuo pode ajudar a criar uma cultura de transparência, e pode ser feito incentivando os funcionários a buscar feedback, aprender com as falhas e erros e compartilhar suas experiências e insights com os outros. Por exemplo, uma empresa pode organizar sessões regulares de aprendizado e desenvolvimento, onde os funcionários podem compartilhar suas habilidades e conhecimentos uns com os outros. Já não vivenciou de estar em um time e nem ter a compreensão do conhecimento e habilidades de todos os colegas?

The promotion of selective transparency, where information is shared strategically rather than universally, can cultivate a culture of curiosity and motivation, driving better performance by encouraging employees to seek information proactively and demonstrate initiative.

When setting performance goals, it's crucial to recognize the impact that language can have on fostering a diverse and inclusive workplace. Opt for inclusive terms that resonate with the diverse talents on your team. Avoid terms that may inadvertently exclude certain individuals. Instead, use terms that embrace the richness of varied perspectives and experiences. Encourage collaboration, celebrate individual strengths, promote a culture where every voice is heard and empower individuals to bring their authentic selves to the workplace.

Always share data and metrics and calculations used to arrive at performance thresholds. And make sure that these are announced at the beginning of the performance period, and that individual and team results are updated and shared throughout the performance year.