Transparency is critical to fighting the Great Resignation

Firms have been grappling with inner transparency for many years. How a lot visibility ought to staff be given concerning key developments and selections impacting them and the enterprise? And the way a lot enter ought to leaders solicit from staff on these points?

After practically two years of unprecedented disruption and uncertainty—and the ongoing Great Resignation—transparency at work has by no means been extra critical. It’s important to carry challenges and alternatives to the forefront and to instill belief in the management and course of a corporation. Maybe most significantly, in accordance to Future Discussion board’s Pulse survey, it’s additionally key to retaining talent. In corporations the place leaders should not perceived to be clear, twice as many staff are seemingly or very seemingly to depart. 

[Image: Future Forum]The query of whether or not staff shall be required to return to the workplace and the way typically has introduced the concern of transparency in the office to a head. Executives throughout industries acknowledge that staff need flexibility, however additionally they admit that there’s a disconnect between themselves and staff on how to transfer ahead. All advised, in accordance to our analysis, two-thirds of corporations should not partaking staff in planning round the future of labor. And when we’ve got conversations with exterior executives on this subject, we frequently hear issues like, “Our staff aren’t listening to us” or “They’re over-surveyed” or “If we give them a possibility to voice what they need, we are going to then have to give it to them” or “We shouldn’t talk till we’ve got the solutions.”

All these conclusions are mistaken. Transparency can’t be a top-down edict. It should be a two-way avenue. Which means involving staff in the planning course of in a significant approach, even if you happen to don’t have all the solutions, and listening deeply to their suggestions and concepts.


To begin, take into consideration conversations which have grow to be unnecessarily unique to leaders, and see if you happen to can open them up ultimately, like common Q&A periods with executives or a devoted “Ask Me Something” channel. For instance, one CEO we spoke with personally held every day all-staff periods for the first seven months of the pandemic. Enlist working teams of staff throughout features, geographies, and demographics to assist remedy issues, or experiment with crowdsourcing new concepts. Typically (oftentimes), the greatest concepts don’t come from the place you’d anticipate, and involving staff on this approach will enhance engagement and, by extension, retention. 

All effectively and good, executives might say, however how do you retain issues from going off the rails? This shouldn’t be an unstructured and unrestrained free for all. For 2-way communication to work, there should be well-paved lanes entering into each instructions—with guardrails, shoulders, pace limits, and seatbelts. Check out these guidelines of the highway: Set the tone from the prime, and clearly talk expectations round mutually respectful habits; set up and publicly share your course of for triaging difficult conversations; acknowledge open questions and, if you happen to can, commit to a time-frame to reply; and default to accountability, so anonymity is the exception reasonably than the rule.  

The crossroads we discover ourselves at at present additionally current a possibility for executives to take a very good, exhausting look in the mirror. Many senior executives have spent an excessive amount of time in a protected communication bubble the place messages attain them solely after many rounds of presentation revisions and pre-meetings, and messages from them are solely shared after rounds of modifying. This insulation has triggered executives to lose contact with the day-to-day realities of their individuals. Moreover, study after study reveals that the extra energy a pacesetter has, the harder it is for them to relate to subordinates. Empathy at this degree isn’t a born trait—constructing that muscle requires intentional and sustained work. The excellent news is that leaders who commit to determining the future of labor along with their groups could have loads of alternative to train their empathy, transparency, and listening muscle tissues.   

Leaders who perceive the energy of transparency see this as a second of alternative. Staff who say their firm is clear report feeling extra glad, valued, and pretty handled of their jobs. Making a tradition of considerate dialogue in each instructions will lead to belief, mutual respect, and extra dedicated staff—finally serving to leaders construct stronger corporations. 

Brian Elliott is a senior vp at Slack and the government chief of the Future Forum, a brand new consortium backed by Slack, devoted to serving to corporations remodel in a digital-first world. Debbie Lovich is managing director and senior associate at Boston Consulting Group.