Achieving Organisational Transparency Using Digital Communications
By JENN GVOZDEK
MARKETING MANAGER
APRIL 7, 2018
Transparency is quite a buzzword in the corporate world. Businesses across the globe are increasingly committing to improving their transparency—both internally and externally—mostly in an effort to win back trust. While the rise of technology can increase transparency, it can also be perceived as the cause of substantial distrust (think data breaches, hacks, etc.). According to a PWC report, today’s CEOs think it’s harder for businesses to sustain trust in the digital age.1
Technology can be a benefit or detriment depending on how it’s used. Digital communications technologies have the capability to provide internal transparency in a way that’s not only easy to deploy, but that stands a better chance of capturing employees’ attention over other less dynamic methods.
TRANSPARENCY YIELDS MORE ENGAGED EMPLOYEES
When employees lose trust in their employers, they usually choose positions elsewhere. Keeping workforces informed and in the loop can lead to higher morale and retention. In fact, in an employee engagement report from Quantum Workplace, the biggest drivers for employee engagement revolved around trust.2 Further research supports that employees prefer to know what’s going on in their companies—a SHRM Job Satisfaction and Engagement Survey revealed that 52% of employees believe communication of key strategies and goals is significant to engagement.3 By implementing a philosophy of transparency, companies can reap the rewards of more engaged employees, translating to increased longevity and improved productivity.
HOW DIGITAL COMMUNICATIONS CAN ENABLE TRANSPARENCY
Many offices already use digital communication displays for announcements about health insurance or reminders for upcoming holidays. However, utilising these screens to display pertinent company-related information that employees often seek can further cultivate a transparent culture.
Provide Company Information in an Open Fashion
Many companies, if not publicly traded, keep financials close to the chest. However, if employees aren’t provided insights into the financial health of the company, how will they know what they are working towards? Indeed, some information must be kept confidential but allowing workforces access to the big picture will enable them to see where they fit in. Included with financials could be information related to successes like new accounts, new hires, and turnover. Turnover might seem a bit negative, however, not communicating specific information to employees can lead them to believe management has something to hide.
Let Employees Create Messages
Allowing different groups to have access to creating and scheduling content conveys trust to employees, providing a feeling of autonomy— a typical driver of job satisfaction. Offering this access also expands what will be shared—marketing departments can share their latest advertising video, while operations teams can brag about productivity yields.
Treat Digital Communications Displays as a Message Board
Think of a digital communications display as the modern-day bulletin board that increases transparency. Displays like these can be placed in common areas and include a host of information beneficial to employees. For instance, a “Who to Ask” screen could serve as a go-to for employees when they need to work with other departments and aren’t sure where to start.
DIGITAL COMMUNICATIONS: REAL-TIME TRANSPARENCY
One of the significant advantages of using digital displays to communicate is that they can be updated in real-time. Providing real-time visual information not only keeps employees in-the-know, but can give a feeling of ownership, belonging, and accomplishment. Connecting your digital displays to corporate systems such ensures that employees and managers always have access to relevant real-time information; this provides increases transparency but also enables improved decision making.
1 https://www.pwc.com/us/en/cfodirect/publications/point-of-view/enhancing…
2 https://www.quantumworkplace.com/2015-employee-engagement-trends-report
3 https://www.shrm.org/hr-today/trends-and-forecasting/research-and-survey…
MARKETING MANAGER
Jennifer is Marketing Manager at Omnivex Corporation. She joined Omnivex in 2011 and is responsible for all aspects of marketing including strategy, communications, and execution. Jennifer has helped Omnivex redefine what digital signage is and how it can help organizations enhance and extend their two most valuable assets – people and data.
Jennifer brings 20 years of software industry marketing experience. She has held numerous marketing positions at software companies including PeopleSoft, Longview Solutions, and Microsoft. Prior to joining Omnivex, Jennifer was the Industry Marketing Manager for Microsoft Dynamics in Canada.
