Transparency reigns supreme in today’s workplace.
Recruiting, interviewing, hiring, performance management, every process of talent management is being uprooted because of the pervasive need for workplace transparency.
Perhaps the need is warranted. Trust is a key factor in acquiring and retaining top talent, and trust, in one way or another, is built from transparency. Is there, however, such a thing as too much transparency?
If there is (hint: there is), how do we find a happy medium?
After witnessing the poor choices of fraudulent companies in the 1990s, people want to know more about what they buy, whom they buy from and whom they work for.
According to the 2015 Global CSR Study, “global consumers state they have a more positive image (93 percent), are more likely to trust (90 percent) and are more loyal to (88 percent) companies that support social and environmental issues.”
Regardless of whether consumers or employees are doing the digging, people today demand to know what companies today are up to behind closed doors.