A culture of transparency means that everyone knows what is expected of them, who is accountable for what, and who have contributed their share to the shared cause. The less you operate based on impressions, hopes and fears, the better your odds are for getting the results you want.
Surprisingly many try to lead their business and people based on impressions rather than facts. Once leaders truly understand that results are created only through actions and people need to be empowered and supported to do these most critical actions, they also soon see the importance of transparency in those actions.
”From my point of view, the BEAT Change Management Platform is irreplaceable as a management tool. It makes many invisible things visible. You cannot change things that are invisible.” – Lassi Juntunen, HOK-Elanto
Transparency also extends outside of your company. One way to get people to change their behavior is to let your customers know that you expect them to. Your strategy should never be a secret.
Apple thought different. Southwest is the low fare airline. HubSpot is trying to make inbound marketing the norm. Once your customers know what to expect from your employees, and your employees know that your customers know, they’ll follow suit.
Transparency decreases job misery
In some cases, employees can be somewhat apprehensive about transparency. But once they see that tracking what gets done means that management understands the effort they are putting in, they’ll feel more empowered and involved in the common narrative.
When communicated and executed correctly, increased transparency will actually improve job satisfaction. In his book The Truth About Employee Engagement, bestselling author Patrick Lencioni writes about the three causes of job misery: anonymity, irrelevance, and immeasurement.
Lencioni defines them like this:
- Anonymity: People cannot be fulfilled in their work if they are not known. All human beings need to be understood and appreciated for their unique qualities by someone in a position of authority.
- Irrelevance: Everyone needs to know that their job matters. Without seeing a connection between the work and the satisfaction of another person or group of people, an employee simply will not find lasting fulfillment.
- Immeasurement: Employees need to be able to gauge their progress and level of contribution for themselves. They cannot be fulfilled in their work if their success depends on the opinions or whims of another person.
BEAT helps you combat all three, creating a more fulfilling working environment for your employees.
“To retain the feeling of working together while ensuring measurability and global transparency, we use the BEAT Change Management Platform,” explained Aleksi Routama from Marimekko, the globally operating design company. “Marimekko has more than 150 shops around the world and we considered the most critical actions to be implementing our new sales and sales management models. We requested proposals from several potential partners to support us in this change and this was the best approach to executing change.”
Remove the silos!
Increased transparency can also create a stronger feeling of working together for a common cause. If you help people share what they’ve learned and the insights they’ve gotten with co-workers, you can create a community of people learning together and helping each other do their work better. This effect isn’t limited to just people who do similar tasks, either.
BEAT can also help different parts of your organization understand each other better.
The unit heads of Supply Chain functions at Arla, a Nordic dairy company, used the BEAT Change Management Platform to make the most important goals, actions, and daily challenges of each unit transparent. This helped foster a better understanding of what their co-workers were struggling with.
“The unit heads became a tight team. On an individual level, we saw concrete improvements regarding leading oneself and other people,” explains Jani Suominen from Arla.
Critical actions into BEAT Impact Map
The business goals were translated into daily critical actions with the help of the BEAT Impact Map, and their realization was followed up through the BEAT App. It steered and supported the most important personal actions and brought transparency into shared progress. “We set an improvement goal of 2 percentage points to the leadership index, which was at 76%. After 6 months, the index was already up to 84%, and after 12 months it reached 87%. Evaluations regarding people’s own supervisor rose from 73% to 90%,” concludes Suominen.
Transparency across different business units helps people help their co-workers because they have a better understanding of what part everyone plays. When people will start being accountable to each other and help each other to succeed, an organization has reached a high level of interdependency and is hard to beat by its competition!
Transparency obviously means people are more inclined to pull their weight, but it has an added benefit of turning what once were individual employees into a community.
When you succeed together, your success will make the shared struggle meaningful.
BEAT makes the immeasurable measurable. It increases the transparency in your organization, helping you to create a community of people working together for a common cause, openly sharing what they learn and supporting each other.