Building Trust: 14 Ways to Create Transparency Between Employees and Management
Establishing trust within an organization is paramount to success; this article delves into proven strategies for fostering transparency between employees and management. Drawn from the knowledge of industry veterans, the piece outlines actionable ways to integrate openness into the corporate culture. Each method presented is a stepping stone towards building a more transparent, engaged, and cohesive workforce.
- Host Regular AMA Sessions
- Conduct Monthly Town Halls
- Implement Reverse One-on-Ones
- Involve Employees in Decision-Making
- Lead by Example
- Maintain Consistent Policies
- Hold Open Forums Regularly
- Encourage Feedback and Suggestions
- Explain Decision-Making Process
- Be Honest About Company Status
- Hold Daily Safety Meetings
- Share Personal Stories
- Establish Open Feedback Loops
- Hold Regular Feedback Sessions
Host Regular AMA Sessions
Creating a culture of transparency and trust begins with open communication. An effective practice that we have found successful is regularly hosting “Ask Me Anything” (AMA) sessions between management and employees. These sessions are more than just updates; they provide a place where employees can ask anything from business decisions to personal development opportunities. The key is that we answer honestly, even when the answers are not always easy.
For example, we held a session where a tough business decision was discussed. Instead of avoiding uncomfortable questions, we addressed them head-on, acknowledging what we knew and what we still needed to find out. Such openness creates trust because employees feel that they are involved in the process and not left in the dark.
By making space for real, unpublished interactions, trust increases, and employees become more invested in the company’s direction. This is a simple yet powerful approach, and it pays off over time.
Vikrant Bhalodia
Head of Marketing & People Ops, WeblineIndia
Conduct Monthly Town Halls
One of the most effective practices to build transparency and trust between management and employees is open and consistent communication through frequent town hall meetings.
We conduct monthly town halls where leadership has no hesitation in sharing company news, challenges, and plans. Employees are free to ask questions—anonymously if they wish—so that concerns are heard and responded to truthfully. This tradition not only keeps everyone in the loop but also makes employees feel heard and appreciated, strengthening a culture of trust and accountability.
Brayn Wills
HR Manager, ProProfs Training Maker
Implement Reverse One-on-Ones
Transparency and trust are not buzzwords—they’re the currency of high-functioning teams. We don’t “build” a culture of trust; we design it.
One out-of-the-box approach we use? “Reverse One-on-Ones.” Rather than managers evaluating employees, employees evaluate managers. Quarterly, our leadership team sits one-on-one with team members and asks: “What am I not doing well enough?” No repercussions, no defensiveness—just straight-up growth.
Open Decision Logs have also made a huge difference for us. We make sure that every major business decision, from talent acquisition to strategic changes, is documented and shared internally. Employees don’t just see what’s being done—they see why it’s being done. It eliminates uncertainty and reiterates the reality that leadership has nothing to hide.
We’ve really managed to substitute outdated performance reviews with “Future-Focused Coaching”—where instead of grading past performance, we co-create roadmaps for growth based on aspirations and strengths. Transparency does not imply data dumping—it implies making trust practical, repeatable, and ingrained in how we work daily.
Vasilii Kiselev
CEO & Co-Founder, Legacy Online School
Involve Employees in Decision-Making
Our successful approach to building trust involves employee participation in decisions about product choices and customer service. Our monthly team meetings provide employees an opportunity to share customer interaction insights, propose new gift ideas, and provide feedback about internal processes.
When we implement their suggestions through active listening, we demonstrate the importance of their input, creating ownership and trust. Our sales numbers increased after we implemented our team’s idea to provide eco-friendly packaging in response to customer requests. The business directly benefited from employees’ contributions, which made them feel appreciated. A workplace where trust flourishes emerges when management openly discusses company objectives and obstacles and allows employees to participate.
Danilo Miranda
Managing Director, Presenteverso
Lead by Example
Leading by example is one of the most effective ways to build trust and transparency between employees and management that I have found. When leaders act with honesty, accountability, and integrity, employees are more likely to do the same. For example, if a manager admits mistakes and takes responsibility, it encourages employees to be open about their own challenges without fear of punishment. Consistently following company policies and treating everyone fairly shows that leadership values honesty and respect. By setting a strong example, management creates a workplace where employees feel safe, valued, and motivated to contribute their best efforts.
Evan McCarthy
President and CEO, SportingSmiles
Maintain Consistent Policies
I create a culture of transparency and trust by maintaining consistency in actions and policies. When rules apply to everyone equally, employees know they are being treated fairly, which removes doubts about favoritism or hidden agendas. Inconsistent enforcement of policies leads to frustration, making people feel like management picks and chooses who gets held accountable. This creates tension, weakens morale, and makes employees hesitant to speak up.
There was a time when two employees of ours missed an important deadline. One was a senior team member, and the other was relatively new. The senior employee had been with the company for years, but that did not mean they could bypass accountability. I addressed both situations in the same way, discussing the issue directly, understanding the reasons behind the delay, and setting expectations moving forward. When the team saw that consequences and feedback applied to everyone equally, it reinforced the idea that performance mattered more than tenure or personal relationships.
Sean Clancy
Managing Director, SEO Gold Coast
Hold Open Forums Regularly
One best practice that we’ve adopted to have open communication is hosting open forums regularly, where all employees are welcome to express feedback and share their thoughts directly with management. These conversations are meant to be casual and open, creating a space for hard conversations.
At these forums we discuss not just the positives, but also the challenges for the company, and how we plan to overcome them. This transparency demystifies leadership decisions and makes employees feel like they are truly part of the journey. This helps us ensure that we appreciate and implement any feedback or suggestions from the team, when possible, showing them that their opinions matter.
This approach has helped develop a higher level of trust and a sense of community with our employees as they feel more engaged in the mission and secured by the leadership team.
Suzanne Harston
Business Development Manager, Newcrest Digital
Encourage Feedback and Suggestions
Encouraging employees to share their feedback and suggestions for improvement is a key part of our company culture. We believe that open communication is vital to innovation and growth, and we make it easy for employees to contribute their ideas through multiple channels.
One time, we had our PR Manager round up questions from team members anonymously so that the leadership team is more aware of the pressing concerns the team has without necessarily putting pressure on who asked what.
This resulted in us conducting our monthly town hall meetings where the leadership team gives better and more transparent visibility on company progress, collective team concerns, and internal issues addressed to everyone in the company. Team members can opt to react within the meeting or directly with their team leads during one-on-ones, allowing for a more flexible feedback approach.
This has definitely fostered a positive and more collaborative environment, giving everyone security within their roles in the company through open communication.
Jamie Frew
CEO, Carepatron
Explain Decision-Making Process
We understand that a culture of transparency and trust is essential for a thriving organization. One of the most effective practices we use is ensuring we always explain the reasoning behind our decisions. We make it a point to communicate the factors that influence our choices and actively encourage feedback from our team. This practice helps employees feel involved and valued, knowing their input has a real impact. It also ensures that everyone is aligned and understands the bigger picture.
Also, we embrace the idea that transparency isn’t just about sharing good news. It’s also about owning up to mistakes and challenges. When something goes wrong, we acknowledge it openly, share what we’re doing to fix it, and invite our team to be part of the solution. This openness builds trust, as employees see that we’re not afraid to be honest and transparent, even when the news isn’t ideal.
Bjørn Ekeberg
CEO and Co-Founder, Recharge Health
Be Honest About Company Status
Trust between employees and management comes down to one thing: honesty. In a trade business, people need to know exactly where they stand, whether it is about their performance, pay, or the company’s direction.
I make it a point to be upfront about financials, scheduling, and expectations, so no one ever feels like they are in the dark. We have regular site meetings where everyone can ask questions, and I answer them without sugarcoating anything. If work is slow, I tell them. If we are bringing in new hires, I explain why. That way, no one is left wondering what is happening behind the scenes.
Caleb John
Director, Exceed Plumbing
Hold Daily Safety Meetings
In the tree care industry, where safety, precision, and environmental responsibility are critical, fostering trust between employees and management is essential. One highly effective practice I use is open communication through structured safety debriefs and knowledge-sharing sessions.
Before starting any commercial tree care project, our team holds a brief but structured meeting to discuss:
- Job site hazards & risk assessments – Employees openly share concerns about tree stability, equipment safety, or environmental factors.
- Role clarity & expectations – Each team member understands their responsibilities, ensuring efficiency and accountability.
- Ongoing education – We integrate new arboricultural techniques, ANSI A300 standards, and regulatory updates into discussions.
By encouraging crew members to voice safety concerns and observations, they feel heard and valued. When leadership actively participates in these discussions, it reinforces shared responsibility for safe and sustainable tree management. Open discussions lead to smarter, safer, and more efficient solutions, reducing injuries and liability risks.
By making transparency a daily habit, arborists, climbers, and managers collaborate more effectively, resulting in safer work environments, higher job satisfaction, and stronger client trust.
Mario Galo
CEO, G&V Tree Service
Share Personal Stories
Don’t be a robot at work. Transparency and trust start with being human—talk about life outside the office, your family, friends, or hobbies. That’s how real connections happen.
For managers, don’t be afraid to share stories of failure. Show that you’ve made mistakes, learned from them, and grown. It makes you more relatable and gives employees hope and confidence—if their boss failed and still succeeded, they can too. Create an environment where employees aren’t afraid to take risks, try new things, and speak up without fear of judgment. A culture of openness and growth will always outshine one ruled by fear of failure.
Vivian Chen
Founder & CEO, Rise Jobs
Establish Open Feedback Loops
Creating a culture of transparency and trust between employees and management is essential for a productive and engaged workforce. When employees feel heard, valued, and informed, they are more likely to contribute meaningfully and stay committed to the company’s mission.
One of the most effective ways to foster trust and transparency is by establishing open and regular feedback loops. This practice ensures that communication is a two-way street, where employees feel comfortable voicing concerns, sharing ideas, and receiving honest input from leadership.
How to Implement It:
- Regular Check-ins & One-on-Ones – Encourage managers to have consistent meetings with employees, not just about performance but also about their challenges, aspirations, and feedback on the work environment.
- Anonymous Feedback Channels – Some employees may hesitate to speak up directly. Tools like surveys or suggestion boxes help gather honest feedback.
- Transparent Decision-Making – Leadership should openly communicate company goals, strategies, and key decisions to ensure employees understand the bigger picture.
- Acting on Feedback – Trust is built when employees see that their feedback leads to actual improvements. Acknowledge their input and take meaningful action.
When employees know that their voices matter and that management values openness, a culture of trust and transparency naturally grows. By making feedback a continuous process rather than a one-time event, companies create an environment where everyone feels aligned, empowered, and engaged.
Iryna Vilhova
Project Manager, International Emigration and Luxury Property Expo
Hold Regular Feedback Sessions
Building a culture of trust and openness between management and employees begins with honest and transparent communication. Regular feedback sessions with both employees and leadership sharing issues, ideas, and progress in a secure forum is an excellent practice. Such two-way interaction makes employees heard, appreciated, and included in decision-making processes. Openness about company targets, issues, and expectations develops a sense of ownership and accountability, eventually creating stronger trust levels within the company.
Coach Muhsin
Digital Marketing Trainer, Trazi Digital Academy