How Companies Promote Trust and Transparency in Communication
Effective communication is the cornerstone of successful organizations, and industry leaders are constantly refining their approaches. We asked industry experts how their companies promote transparency and open communication — and how it has been beneficial. From fostering open leadership to implementing cross-team collaboration, their methods offer solutions for businesses seeking to enhance their communication practices.
- Foster Trust Through Transparent Health Tech Leadership
- Implement Decision Postmortems for Company-Wide Learning
- Share Roadmaps and Priorities Across Teams
- Use Public Forums to Discuss Company Performance
- Empower Employees with Financial Transparency
- Build Client Trust Through Open Communication
- Encourage Global Team Ownership Through Writing
- Create Shared Timelines for Client Cases
- Hold Team-Wide Calls During Crises
- Address Challenges Openly to Strengthen Relationships
- Track Progress Through Shared Project Dashboards
- Utilize Competency-Based Assessments for Fair Evaluation
- Maintain Consistent One-on-One Employee Meetings
- Evaluate and Adapt Communication Formats Regularly
- Implement Digital Transparency Framework Company-Wide
- Break Down Silos with Cross-Team Meetings
- Model Open Communication from Leadership
Foster Trust Through Transparent Health Tech Leadership
As a health tech leader, I’ve witnessed that transparency isn’t just about compliance; it’s the foundation of lasting partnerships. We operate at the intersection of technology and care delivery, where trust is everything. If clients can’t see how our systems work, or our teams don’t feel safe surfacing concerns, progress stalls.
Inside our company, we promote open communication through regular all-hands meetings, executive AMAs, and blameless postmortems. When something breaks, whether it’s a deployment bug or a client integration hiccup, we share the root cause, the fix, and the lessons learned with the entire organization. This culture of candor empowers engineers, product managers, and client success teams to contribute solutions rather than hide mistakes.
Externally, we apply the same philosophy. For example, when launching an AI-driven decision support feature, we didn’t just ship the tool; we shared model documentation, data lineage, and performance benchmarks with our client hospitals. By being upfront about the tool’s limitations as well as its strengths, adoption went more smoothly. Clinicians trusted the system because they understood how it worked, not because we asked them to take it on faith.
One moment that stands out: a client flagged unusual delays in their patient portal after a major update. Instead of offering a vague “we’re investigating,” we published a detailed timeline of the incident within hours, explained the bottleneck, and laid out a corrective roadmap. Not only did the transparency defuse frustration, but it also deepened the relationship; we were invited to collaborate on their next workflow redesign.
For us, openness isn’t PR. It’s a business strategy that accelerates trust, strengthens collaboration, and ensures that the technology we build truly enables smarter, safer, and more connected healthcare.
Riken Shah
Founder & CEO, OSP Labs
Implement Decision Postmortems for Company-Wide Learning
Most people think “transparency” means posting metrics in a Slack channel or holding open Q&A calls. We do those too, but one practice that’s been unexpectedly powerful is what we call “decision postmortems.”
Here’s the twist: we don’t just do postmortems when something fails. We do them for every major decision, even the ones that went well. The team that led the decision writes up a short document explaining:
- What options were on the table
- Why we chose the one we did
- What trade-offs we knowingly accepted
- What we’d do differently if the same choice came up again
Then we circulate it openly across the whole company.
The effect is remarkable. Suddenly, people don’t just see the outcomes — they see the thinking process behind leadership decisions. Junior employees learn how complex decisions are actually made, instead of imagining some mysterious “executive instinct.” And because we also write down what we might do differently, it creates a culture where nobody pretends their choice was perfect. That humility encourages people at every level to speak up with alternate perspectives, without worrying they’ll be stepping on toes.
One concrete example: after a pricing change that went well revenue-wise but caused confusion for a portion of our users, we documented the trade-offs in the decision postmortem. A customer support representative read it, reached out with a suggestion for a simpler pricing explainer, and her draft ended up becoming the template we rolled out site-wide. That would never have surfaced if we only talked about wins in boardroom shorthand.
Transparency isn’t just about sharing numbers — it’s about letting people peek behind the curtain of messy reasoning. That’s where the trust comes from.
Derek Pankaew
CEO & Founder, Listening.com
Share Roadmaps and Priorities Across Teams
At our company, we treat transparency less like a buzzword and more like a system. One way we promote it is by making roadmaps and priorities visible to the whole team, with literally no hidden agendas or “need-to-know basis.” Everyone knows what we’re building, why we’re building it, and what the trade-offs are. That alone eliminates a lot of politics and second-guessing.
A good example: when we were scoping out a client’s app, there was debate about whether to ship quickly with fewer features or delay for polish. Instead of leadership deciding in isolation, we shared the actual budget numbers, timeline pressure, and client expectations with the development and design team. Once everyone saw the full picture, the conversation shifted from “my way vs. your way” to “what’s best given reality?” We ended up launching with a lean approach, but because the team understood the reasoning, there was buy-in and zero resentment. That’s the benefit — you don’t just get better decisions, you get alignment, which is worth its weight in gold.
Daniel Haiem
CEO, App Makers LA
Use Public Forums to Discuss Company Performance
We promote complete transparency by using weekly forums where team members publicly inform each other about the progress of the project and openly discuss issues. In such meetings, we post our monthly turnover, client retention rates, and even personal performance indicators on public joint dashboard boards to be viewed by all. This data is usually an insider secret of most companies, and we think it should be open to everyone since it brings about accountability to the company unlike conventional reviews can.
This culture was actually critical when we lost our largest customer, which represented a substantial amount of our recurring income. We did not conceal the impact and immediately shared it with our 12-member team. A content strategist of mine proposed repositioning our outreach to new crypto projects rather than tech companies with established brand names. Within three months, we recovered 80 percent of the revenue that was lost, and the Web3 market segment constituted 35 percent of our clientele, which is all due to our spirit of transparency.
Rachita Chettri
Co-Founder and Media Expert, Linkible
Empower Employees with Financial Transparency
We believe that for our team to do their best work, they need to be treated like true partners in the business. That’s why transparency and open communication are at the heart of how we operate.
A clear example is our approach to financials. Our President and CEO, Charlie Calabrese, shares monthly revenue results with the entire company. Crucially, he provides the context behind the numbers, linking financial outcomes directly to market trends and client performance. This practice fosters a powerful sense of ownership and business acumen, moving our team from being passive observers to active participants in the company’s success.
This philosophy extends to our day-to-day interactions. Our leadership team maintains a genuine open-door policy, encouraging direct dialogue. We supplement this with formal mechanisms, like our recently relaunched “Happiness Survey,” a dedicated tool to proactively understand and address the individual needs and feedback of our employees. This builds a high-trust environment where our team feels valued and heard, directly fueling both morale and innovation.
Chrissy Malukiewicz
Director of Talent & Culture, All Inclusive Marketing
Build Client Trust Through Open Communication
We believe transparency and open communication aren’t just nice-to-haves; they’re critical to building trust with both our clients and our team. We make it a point to set clear expectations from the start, whether it’s turnaround times, pricing, or the scope of a project, so there are no surprises later. Internally, we maintain open channels for feedback and encourage our team to voice concerns or ideas freely, which helps us stay agile and aligned.
One example of how this has been beneficial: when AI-driven transcription tools started flooding the market, we openly discussed the pros and cons with our team. Instead of pretending it wasn’t happening, we were transparent about why we continue to stay 100% human-powered and what that means for accuracy and confidentiality. This approach not only reassured our existing clients but also strengthened their confidence in choosing us over automated alternatives.
By creating a culture of openness, we’ve seen stronger client loyalty and better collaboration within our team.
Beth Worthy
Cofounder and President, GMR Transcription Services, Inc.
Encourage Global Team Ownership Through Writing
Operating a fully remote school with staff located across the globe requires us to be purposeful in transparency. We believe in creating open lines of communication through writing so that all of us share as much information as possible, from priorities each week to financial updates, so that wherever our team is logging in from, they can feel informed.
In addition to transparency, we want the team to take real ownership. When someone is leading a project, they share progress through writing openly to the rest of us, request feedback early and often, and make decisions while considering the larger mission. Because there are a small number of us, it is easy for anyone to jump in and share ideas or offer support.
As an example, during a recent update to our curriculum, instead of just relying on the academic team to make decisions, we welcomed input from marketing, student support, and even operations. The discussion raised considerations for how families might understand the changes, and in turn, we included clearer messaging and support materials with the update. For everyone involved, it made the launch much smoother for both students and families.
For me, the benefit is evident. When you’re transparent, people will not just do the work; they will start thinking like owners. And for a small, global team, that kind of ownership helps us stay nimble.
Vasilii Kiselev
CEO & Co-Founder, Legacy Online School
Create Shared Timelines for Client Cases
I believe open communication starts with leadership setting the tone. I make it clear that every member of the firm, from new associates to administrative staff, can approach me directly with questions or feedback. We also prioritize transparency with clients by explaining each stage of their case in plain language so they never feel left in the dark. For example, in a recent felony matter, we created a shared timeline for the client that mirrored our internal trial preparation schedule. This not only kept the client informed and reassured but also kept our team accountable and coordinated. That kind of transparency benefits everyone — it builds trust and prevents costly misunderstandings.
Rick Hovde
Founding Partner, Hovde Dassow + Deets
Hold Team-Wide Calls During Crises
We learned this lesson the hard way early on. We were keeping decisions and challenges to ourselves, thinking we were protecting the team. That completely backfired and created a terrible experience for everyone.
The reality hit us: our team dedicates a huge part of their lives to this company, whether it’s six months or five years. They deserve to know what’s actually happening. We completely changed our approach after that.
Now we have open-door connects where anyone can schedule time with us about literally anything. When there’s a crisis or major decision, we hold team-wide calls to explain the situation and open it up for discussion. No more keeping people in the dark.
Saksham Gogia
Co-Founder and Managing Director, WrittenlyHub
Address Challenges Openly to Strengthen Relationships
At our organization, we believe that transparency and open communication are the foundation for building trust, both within our teams and with our clients. For us, it’s not just about sharing information but also creating a space where every voice can be heard and valued.
A concrete example occurred during the planning of a strategic project where there were doubts about meeting the timeline. Instead of hiding the challenges, we encouraged open meetings where each department could voice its concerns. Thanks to that approach, we quickly identified risks, redistributed responsibilities, and adjusted expectations with the client in an honest manner.
The result was doubly positive: internally, we strengthened collaboration and avoided the frustration that often arises when problems are hidden, and externally, we earned credibility because the client appreciated our candor and the way we anticipated challenges.
For us, transparency not only enhances our internal culture but also translates into stronger, longer-lasting relationships with those who place their trust in us.
Ambrosio Arizu
Co-Founder & Managing Partner, Argoz Consultants
Track Progress Through Shared Project Dashboards
For me, transparency is about making the right things visible at the right time. Inside the team, that means people see both wins and trade-offs, so they can challenge assumptions early.
Clients often describe this openness as the reason adoption “sticks.” At Quro Medical, for example, the CEO praised our agility and problem-solving, but what mattered most was that every decision was explained openly.
That approach was critical on the Standard Bank API Marketplace, which later won us international recognition. The technology was complex, but adoption worked because everyone could track progress through shared dashboards and regular checkpoints.
Mathieu Sroussi
Founder and Executive, SmartenUp
Utilize Competency-Based Assessments for Fair Evaluation
One way we promote transparency and open communication is by using competency-based assessments for both hiring and internal growth and development. Every team member knows exactly what success looks like in their role, not just in terms of output, but also in the competencies they’re expected to demonstrate. This information is shared openly.
This approach creates a shared language between managers and employees. When feedback or performance conversations occur, they are not personal or vague. Instead, they are grounded in data and clearly defined expectations. An unexpected benefit has been a dramatic reduction in anxiety around reviews and improved self-reflection among employees.
Transparency doesn’t necessarily mean oversharing. It means ensuring that everyone understands the reasoning behind decisions that affect them. When people feel they are being evaluated fairly and consistently, they demonstrate more ownership and confidence in their work.
Linda Scorzo
CEO, Hiring Indicators
Maintain Consistent One-on-One Employee Meetings
We promote transparency and open communication by staying consistent and intentional in how we connect with our team. We hold regular one-on-one meetings with our team members, and leadership even opens their doors for one-on-ones with employees who are outside of their direct reporting structure. These meetings aren’t just about performance; they’re about checking in, supporting growth, and making sure people feel heard and valued.
We’ve also built an internal intranet that gives employees easy access to HR resources, company updates, and upcoming events. It helps everyone stay informed and eliminates confusion about where to find what they need.
To ensure we’re always improving, we send out internal surveys. We use those responses to understand what’s working and where we need to step up. Employees know their feedback matters and drives real change.
We also recognize team members who embody our core values through our C.H.A.M.P. Award. It’s a way to highlight leadership and integrity across the company.
We believe open communication and recognition build trust, and trust builds strong teams.
Yosi Yahoudai
Co-Founder & Managing Partner, J&Y Law
Evaluate and Adapt Communication Formats Regularly
Transparency must be at the heart of communication. It’s what builds trust and connects people across every level of the company.
I’ve tested many ways to maintain that connection among experts in more than 25 countries — from breakfasts with the CEO to open-door days and CEO talks. As the company grew rapidly and shifted to a mostly remote model, we focused on what truly worked: all-hands meetings with the global team and town halls with the business team.
These aren’t just conversations. These formats are carefully evaluated, and the selected ones rely on team feedback. Besides this, we have a dedicated Communications Specialist who manages internal communication channels: from daily communication to events. In the era of the impression economy, your communication will be visible only if it is laconic, timely, creative, and accurate.
Solomon Amar
CEO, ALLSTARSIT
Implement Digital Transparency Framework Company-Wide
Our organization has implemented a comprehensive digital transparency framework centered around SharePoint integration across all personnel workstations. This system establishes department-specific folders with strategically designed access permissions: each department maintains full editing rights to their content, while the broader organization has viewing access to non-confidential information.
This approach ensures company-wide visibility into critical business information, including client portfolios, active contracts, and our staff database. We maintain strict compliance with POPIA (GDPR equivalent) by restricting access to sensitive data such as payroll information, while maximizing transparency for all other organizational information.
Our sales team utilizes Dynamics CRM with cross-organizational email visibility, allowing team members to access client communications from colleagues across departments. This integration eliminates the traditional workflow bottlenecks of requesting documents via email and waiting for departmental responses; teams now have direct, immediate access to the information they need.
The cloud-based infrastructure provides additional operational benefits: when hardware issues occur, employees can quickly transition to new workstations without document loss or productivity delays. All organizational knowledge remains accessible and secure, enabling seamless business continuity.
This has transformed our collaborative efficiency by eliminating information silos that previously caused client service delays. The system promotes both accountability and knowledge sharing, while ensuring that critical business information remains accessible to authorized personnel regardless of individual availability or technical issues.
The result is a more agile organization where transparency directly supports operational excellence and client service delivery.
Tianette van Staden
Owner & CEO, Lollie’s Handmade
Break Down Silos with Cross-Team Meetings
We prioritize transparency through our weekly cross-team meetings where employees openly discuss progress and challenges in their work. These meetings create a forum where everyone has a voice, breaking down information silos that typically exist between departments. We’ve found that this practice has significantly improved project coordination and helped us identify potential issues before they become major problems. The open dialogue has fostered greater trust across the organization and led to more innovative solutions to business challenges.
Louis Ducruet
Founder and CEO, Eprezto
Model Open Communication from Leadership
The best way I have found to promote this is to model the behavior myself (and ensure leadership at every level is modeling it as well). Employees are much more likely to approach things transparently and communicate freely when leadership is encouraging it and also communicating openly themselves. I find open communication from leadership is essential in terms of establishing this type of great, open, communicative company culture. It’s a great way to avoid misunderstandings and ensure everyone is on the same page at every level.
Soumya Mahapatra
CEO, Essenvia
