The good and great results of full company transparency. There is a growing movement for full openness within companies which is pretty common in Tech startups. The more open you are, the more engaged your people become!
Today’s Quote:
“A lack of transparency results in distrust and a deep sense of insecurity.” - Dalai Lama
Show highlights:
What is Transparency & Why it is important
What works & what doesn't
Transparency in the hiring process
Let’s start by talking about your experience at Tint
How was the company transparent?
Open door meetings
Open Financials
Employee compensation
Group decision making
Different levels of Transparency
Extreme transparency
What works and what doesn't?
Ownership
Decision-making process
Compensation Transparency
Reduces distractions
Open venting/surveying
Open transparency to customers did not work so well
Process for transparency in the interview process
Structure for Transparency
Preparation for roll out
Engagement
Job postings
Personal awareness with an assessment to determine the data
Contact - demonstrate transparency
Managing expectations- positive experience… expect to hear from us by x date
Interview
Interview process
Discuss people challenges
Product/company challenges
Preparing the candidate,
What happens when & time frame
Lower the barrier of nervousness - must get them comfortable
Sang Huynh is a Mentor at Quake Capital Partners and former COO for TINT (tintup.com), A marketing tech startup in SF that recently exited. One of TINT’s guiding principles is to “cultivate transparency both internally and externally.” From open door meetings, exposed financials (including compensation) and group-based decision making. Prior to TINT, Sang was a VP in the Global Security Group at Bank of America Merrill Lynch which has the traditional corporate culture. He’s here to share his experience as a former leader at two organizations with polar opposite approach to culture.
