In Communications We Trust

Recently, I’ve found myself visiting my past experiences with companies and asking myself what I liked (and disliked) about each one. And one of the themes that keeps popping up, as I take these short jumps back in time, is how transparent these companies were with their employees.

Having worked in corporate communications, specifically internal communications, I've sat in meetings with leaders as they discussed how to "tweak the numbers” before sharing at internal town halls. “We need to scrub these,” was a phrase I became all too familiar with throughout my career. They had one set of numbers they shared with the board and another they shared with employees.

Don’t get me wrong, there are certain things such as strategies, acquisitions, initiatives and circumstances that cannot and should not be vocalized prior to being finalized and approved by the board. However, sometimes the numbers are the numbers, the data is the data, and the facts are the facts, and should be shared as such.

Now, I truly do not want transparency to be just another buzzword. I want to (WE need to) consider transparency as the foundation of a strong, cohesive organization. Yet, despite understanding its value, many companies are hesitant to embrace full transparency with their employees. The irony? It's often the key to unlocking a more engaged, motivated and loyal workforce.

Here's the thing: transparency fosters trust. When employees feel informed and included, they're more likely to trust leadership, align with the company's vision and contribute to its success. But trust isn't built overnight. It requires consistent, open communication—a dialogue that goes both ways. Internal communications should be your go-to tool for this. Whether it’s sharing company performance, discussing challenges or acknowledging uncertainties, these conversations create a culture where everyone feels valued and involved. It breaks down silos, reduces misinformation and encourages a sense of ownership among employees.

But transparency isn't just about sharing the good news. It’s about being honest, even when the truth is uncomfortable. This kind of openness can be challenging, but it’s worth it. By addressing issues head-on, you not only prevent the rumor mill from churning but also show your team that you trust them with the truth.

The result? A stronger, more resilient organization from the inside out. Employees who trust their leaders are more likely to stay, perform better and advocate for the company. So, let’s stop tiptoeing around transparency. It’s time to make it a core part of company culture—because a transparent workplace isn’t just better, it’s essential.