Interpret and understand your company’s score breakdown.
How do you know if you can trust an employer to tell you the truth, especially about your job or career opportunities?
Here at the Transparency Imperative, it’s our goal to make it easy to see if your current or future employer values transparency the way you do.
Today we want to provide a quick overview on how to get the most out of the data we provide from our survey experience.
Our sole focus is on transparency of decision-making — those decisions that affect your job opportunities or career advancement.
We want it to be simple for you to know how transparent a leader or manager is when it comes to answering questions like these:
- Which factors and evidence determine who gets promoted and who doesn’t?
- What expectations should I have about the way rewards are managed on the team?
- What determines which project gets an investment and which one gets a budget cut?
Our data starts at the highest level: the company.
We rate companies on a scale of 0-100 – just like getting a good or bad grade in school.
Each score is also color-coded to help you quickly see the quality of the grade your employer received – red, yellow or green.
You can also see how your company’s transparency stacks up – by how it compares to the best and the worst in our database of hundreds of companies from around the world, or just here in the U.S.
You will also be able to instantly see the Top 5 and Bottom 5 company scores in our database.
Not all companies are same, even if their overall transparency scores are similar.
We break down company scores into Six Drivers of Transparency, making it easy to see your employer’s specific strengths and weaknesses.
It’s possible for you to manipulate the driver data in several different ways.
You can sort the Six Drivers low to high and high to low; to quickly understand what’s working and what’s not where you work.
You can also compare the Six Drivers to other company scores in our global database. It’s easy to see how your scores compare to the Top Ten in the world and the Bottom Ten, for example.
It’s our mission to hold companies, leaders and managers accountable for better employee engagement by making it possible to measure transparency of decision-making.
If things are not as clear where you work as you think it should be, one of the best pieces of
advice we can suggest is to “communicate with facts.”
We want to encourage you to use this data in your conversations with your manager. Too often, transparency, like so many concepts of management, is in the eye of the beholder.
What isn’t in the eye of the beholder are the decisions your manager makes that affect your job role or career opportunities in some way.
We hope our data can serve as a bridge between you and your manager, or “boss.”
One of our design principles is “We aim to be constructive.” The emphasis on data is our attempt to remove as much emotion as possible on the road to transparency at your company.
Most great companies embrace data as a way to improve or set goals. We hope your company is on our Top 5 list!
If you’re a leader manager, consider our data both as a quick way to see how you’re doing and as a potential platform to build a long-term plan to improve and get better. If your company isn’t among the leaders in our database, our data can provide you a benchmark goal.
In the end, what matters most is trust — do you work at a company with leaders and managers who understand that transparency is the key to happy, productive employees? After all, what’s more important than a decision that affects someone’s work?
The best way to answer these questions is with data.
Thank you from the team at the Transparency Imperative.