Translated from 日本語 • View original Information disclosure from management = top-down opening
Talking to various people so far, the most surprising thing about the opening of Colorkrew is the "salary opening". I wrote about what good things can happen when you open your salary in past entries, so if you are interested, please read it.
"Why does disclosing salary help employees grow?"
When we think of information disclosure, we think of information disclosure from "management" and "company", such as business information, financial statements, and other management information.
Colorkrew positions it as "top-down openness".
Opening Top-Down is Actually Easy
We often get asked, "Is it okay to do that?", but if you take the steps well, it is actually not difficult to open up financial statements and salaries.
This is because if the top management decides to open up, no one can stop it. Therefore, if you decide on a policy and take steps, any company will definitely be able to open from the top down.
What is Bottom-Up Opening?
If top-down openings are 20% of the total, what is the remaining 80%?
It is "bottom-up opening".
Bottom-up openness is the disclosure of information that all employees have. Be open about your work goals, daily activities, what you think and your opinions, etc.
The point is to "open yourself".
Bottom-up is more difficult
If you actually try it with the aim of a full opening, as mentioned above, top-down is surprisingly easy. And bottom-up is difficult.
This is because each employee can become a resistance force.
Opening up to yourself means that you will have no place to hide.
If top-down openness requires management to "explain everything about management", bottom-up openness requires "all employees to be prepared to openly explain their work".
If all employees share an open philosophy, bottom-up openness is not possible.
When it comes to full opening...
When both top-down and bottom-up openness is realized, all employees have "live" information and the following factors that make a stronger team are overwhelmingly improved.
- Quality of judgment of all employees
- Fairness and the team power that comes from it
- Personal growth and the innovation that comes from it
Why don't you aim for full openness in your organization?
*Colorkrew provides Goalous, a feedback activation tool that realizes top-down and bottom-up openness.
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