Transparency Part II

I often hear leaders speak about the relationship between employee autonomy and organizational success. There are studies that certainly support this idea! In defining autonomy, Fierce Inc. [2012] says that it is the “freedom to make appropriate decisions that ensures employees remain focused and engaged.” The Fierce [2012] study of 800 participants revealed that almost 50% of respondents identify the most beneficial organizational practices as those which  encourage accountability, development and individual empowerment within the organization.

Organizational transparency is required if employee autonomy is going to be successful. In my opinion, a part of the transparency ‘equation’ is a dynamic ‘feedback loop’. I know from my consulting that the only thing worse than not requesting feedback is receiving it and then not acting on it. It is in the area of feedback solicitation/action that I believe, organizations can improve their overall productivity.  The gap between employee desire to provide feedback and the belief that he/she will be heard is striking. Fierce [2012] found that 70% of study respondents said they would candidly approach decision makers if they felt a company practice needed to be re-evaluated or adjusted.  However, when it comes to following through on this feedback, less than one third believed their company was willing to change practices based on their input and feedback. The final statistic from this study is sobering: while 98% of respondents believe a leader’s decision making process should include input from the people impacted by the decision, a full 40% feel leaders and decision makers continuously fail to ask.

How can transparency in your organization be improved?  Contact me and let’s explore this topic together!

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