The Dangers of Transparency

Which body of water would feel safer to swim in? Water that is crystal clear, or muddy as the Mississippi?

The dangers of transparency are significantly different for leadership than they are for lower lever employees. The personal and social risks for management being transparent stop at being slightly embarrassed if a decision they make is questioned. Even if the idea must be changed, it is more likely to be done collaboratively and there are very few professional consequences. Leaders opening themselves up to the danger of being transparent increase trust, productivity, buy-in, and morale. All of which lead to a sticker culture, with a more flexible program that has great profits and employee retention. Making transparency a practice even lessens the chances of gross misconduct harassment and bullying.

When an employee speaks up they are also risking the minor embarrassment of being corrected. Unlike the leader, who is having a small point questioned, if the worker is perceived as wrong they will be educated on the spot. Depending on the participants, their relationship, and corporate culture the employee may face a wide range of retaliations. These can be anything from being mocked for asking questions, to social isolation, lower review scores, demotions, or being passed over for promotion. Some leaders do not like being questioned. With the worst leaders the act is considered insubordinate and will be a stepping stone for the corrective action process, or may even be grounds for termination under some policies. Even without the worst case scenario the any employee is going to think twice about asking another question if the response is perceived as negative. Employees have to be much more careful with what they bring to their leaders than the other way around, so should not face the burden of judgmental communication. Every employee knows something that can help their business grow. It's up to leadership to be supportive and listen.