Now to jump right into the discussion regarding transparency. I think
transparency is necessary even if it does not directly affect employees
because it allows a complete understanding of what is being done and
why. For example, at my company people don't understand why some
things are done the way they are but when things are broken down and
explained it gives the "ahhh" moment. It seems to be human nature to
at the minimum be kept in the loop of what is going on for continued
employee support and empowerment so to speak. I completely support
this tactic and feel it is one of the many keys for continued successes in
personal and business environments. Am working to complete my
masters in forensic accounting, which will be my third accounting
degree as I have both my associates and bachelors in accounting. I
have been in the accounting world for five years first as an AP/AR clerk
and currently as a bookkeeper and Tax credit specialist for tech
startups. Prior to that I worked in the Banking industry.
What Reina and Reina suggest is simply a trust issue, and a more
open communication makes it so that employees will feel comfortable
and open in the work environment even if it doesn’t pertain to or involve
them. The employees will know how they can function best to help the
company succeed because they will know what is going on. If the
communication is very little or need to know they may be worried about
impeding a process or get paranoid that they may be in some sort of
trouble even if it has nothing to do with them.
So, I do support the idea of open communication as a leader for these
reasons and I think a leader could find an answer to a problem that
they may not have been expecting if the employees are involved as
they will be more comfortable giving input in a more open and trusting
setting.
Leaders might provide information about their activities and decision-
making, even when employees may not be directly affected for several
reasons. First, sharing information promotes transparency, which is an
essential element of building trust in the workplace. When leaders are
transparent about their actions and decisions, it helps to create a
culture of honesty and integrity, which fosters a sense of security and
reduces the likelihood of suspicion and mistrust among employees
(Lewis, 2022).
Second, sharing information about their activities and decision-making
process helps employees understand how their work fits into the larger
context of the organization. This understanding can help employees
feel more connected to the organization's mission and goals, and it can
also help them make more informed decisions about how to allocate
their time and resources.
Third, sharing information can help to build a culture of collaboration
and teamwork. When employees have a better understanding of what
their colleagues are working on and why, they are more likely to share
information and ideas, which can lead to more creative and effective
problem-solving.
Finally, sharing information can help to build a culture of learning and
development. When employees have access to information about how
decisions are made and how work is done, they can learn from their
leaders and colleagues, which can help them develop new skills and
knowledge.
Overall, I support the notion that leaders should provide information
about their activities and decision-making, even when employees may
not be directly affected. Transparency, context, collaboration, and
learning are all essential elements of building a healthy and productive
workplace culture.
Lewis, A. (2022, October 26). Good Leadership? It All Starts With
Trust. Harvard Business Publishing.
https://www.harvardbusiness.org/good-leadership-it-all-starts-with-
trust/
