Most organizations have Transparency as a desirable goal, but not easy to attain. Transparency has several interpretations, and is often at odds with the business requirements of privacy and security. In small companies, the founders’ ethos dictates the level of transparency. As organizations grow and become more formal, management need to find the right balance between various stakeholders such as Employees, Customers and Investors.
For Employees, the quality of communication about company issues from the top management, timely reviews and recognition of the effort put in by them by their immediate managers, constructive feedback and support on day to day work, and various other aspects define the level of transparency of their organization. Transparency with employees builds trust, increases retention and improves decision-making.
Similarly, Customers want clear-cut KPIs from the service organization with precise information about the work output. Investors want clarity on financials so they understand how their investment is growing. Therefore, transparency is vital to build the trust necessary to retain customers and investor support.
There are several ways to promote transparency internally and with the external world. This article provides a good perspective.
Sapience provides transparency in a vital aspect of work that was not possible so far at companies whose staff spends lot of time on the computer. It delivers automated visibility into work hours (distinct from time in office which can be obtained through other means), and activity focus. This eliminates a major area of conflict at work – which is the subjective assessment by managers about a team member’s effort and commitment. The company can promote progressive HR policies such as flexi time, work from home etc. Sapience also ensures that customers get high-level work effort status from remote and outsourced teams.
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