How can any company worth its salt, create a culture of trust & transperency?

In finding the sweet spot
Between Talent & HR
Organization & Leadership.

It is important to note that in any top official company meetings,
discussions on Finance, Strategy, HR must happen in cohort…

For they interconnect deeply as there is no one function, without the other’s inputs. Likewise impacts too needs to be every one’s responsibility.  Profits or losses need shared accountability and responsibility across the organisations. An effective and efficient solution to  problems to scaling any startup  is not only about defining departmental  charts &  hierarchies and setting up processes early, but managing internal communication barriers.

Not an easy task at all for even with the best of leadership or  protocols there is always a room for improvement due to human slack at work or professional differences.

Human potential cannot be contained in water tight compartments. In today’s world with accurate data analysis being the reliable source of truth, more than ever communication must flow seamlessly between departments and between leaders.

Strategy can go for a toss, if information is withheld between departments. And often the actions taken, find no solution because there never was clarity in the first place.

Questions comes to HR for hiring the right person with the right attitude and skills for the job. And then ensuring employees are supported consistently with necessary information. Any lack of productivity, be flagged early on, prevent slacking and waste of investor’s money.

Today nothing that happens in offices behind closed doors remains in closed doors. Like a forest fire it  grows leaps and bounds adding different versions  of the truths as fuel to the fire.

Meetings of top leaderships with management need to be honest and transparent early on. And likewise the leaders need for transperent connects with their teams is equally important. This mitigates errors of judgement from the start up stage. 
Every policy or process change needs to be documented and its impacts on strategy needs to be well thought of and discussed.

Companies that take a transparent collaborative approach at decision making stand a greater chance at success. Simply because every decision is an informed one… So the margin of error is reduced significantly.

A lot of startups present a contorted version of the growth  early on, showing spikes  necessary for funding… The game somewhere is to create a truth  from the illusions for prospective investors and venture capitalists later on.

However they are so caught in the chase that without proper resources, as the company grows the integration of data of the various departments and it’s data synthesis becomes challenging in time.

When funding is raised, question is about hiring upwards, expanding  or creating systems for data analysis for  sustainable growth.

Systems create the necessary transperncy whereas strategic growth is about building trust in  and outside the company.
And HR & Finance play a responsibility and accountability, a significant role towards a culture of trust & transperncy.

Much of my article here is based on my observations as a Management Consultant over the years. Although every company is not the same, much of the situations faced by growing companies are similar…

What do you think?

How important is trust for creating transparency?

And how important is transparency in communication important to build trust?

More importantly what are the other ways of building trust and transparency?

Savvy Raj