Our MPC summer blog series for those staying at home: questions that are currently on our minds. In our day-to-day work at the agency, we often come across topics that are discussed in very different ways at our company or in the companies we work with. We would like to share these with you and hear your opinion on them. What about the following topic, for example?
The more transparent the information policy in the company, the more motivated the employees? A clear “yes” from our side! Transparency in itself has no downsides; it is the basis for all the new developments that companies are currently introducing, implementing and driving forward. But occasionally we also hear the voices of doubters: “Can’t too much transparency also be harmful? Can it be misused or stir up competition? Can it even overburden employees?” Such objections usually come from the boardroom: undesirable loss of control or concerns about giving up knowledge and thus losing power are often behind them. In addition, there is often a lack of courage to speak up and say things, especially when they seem less pleasant or supposedly have no real news value. That’s why trust is needed. Trust that colleagues are perfectly capable of classifying information and handling it with confidence. Trust that speaking out can clear the way for fresh energy for change.
What we also often observe is a confusion between transparency and relevance. A cautious information policy is then pursued with the justification of not wanting to involve employees too much or “fill them up”. But isn’t this much more a matter of the right information and target group management rather than a decision: transparency yes or no?
We believe that transparency combined with courage and trust is always the right way to master the challenges of the new world of work. And you, what do you think? Do you have any examples you would like to share with us?
Copyright lead image: Unsplash / Miti