--- title: What Level of Organizational Transparency is Right? description: It can be difficult for some companies to open the door to organizational transparency. Here are 6 tips to help determine the right level of it. image: https://blog.goosmannlaw.com/hubfs/Blog_Images/OrganizationalTransparency.jpg --- [![Goosman Lawfirm](https://blog.goosmannlaw.com/hs-fs/hubfs/Goosmannlaw%20October2017/images/Goosmann_Law_Firm_logo_4C-white.png?width=1250&name=Goosmann_Law_Firm_logo_4C-white.png "Goosman Lawfirm")](http://goosmannlaw.com/) - [COVID-19 Toolbox](https://goosmannlaw.com/covid-19-resource-toolbox/) - Our Team - [Attorneys](https://goosmannlaw.com/attorneys/) - [Non-Attorney Staff](https://http://goosmannlaw.com/non-attorney-staff/) - Practices & Industries - [Practices](https://goosmannlaw.com/practices/) - [Banking & Finance](https://goosmannlaw.com/banking-finance/) - [Bankruptcy, Restructuring & Workouts](https://goosmannlaw.com/bankruptcy-restructuring-workouts/) - [Business](https://goosmannlaw.com/business/) - [Divorce & Family Law](https://goosmannlaw.com/divorce-family-law/) - [Employment](https://goosmannlaw.com/employment-law/) - [Environmental, Health & Safety](https://goosmannlaw.com/health-safety/) - 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Start-ups and small companies have an edge in creating a transparent environment, as it can be easier and faster to create measures of transparency in a new company or among a small group of people. However, larger companies or corporations which have a deep history of information withholding can find it difficult to open the door to transparency within their organizations. Many elements should be considered when determining the right level of transparency for your organization. **1.** Your company’s core message? Shout it from the rooftops. This should be in the forefront to create a transparent environment. **2.** Consider what areas should be open among team members. Many stakeholders feel entitled to know the financial information of their organization. This could consist of financial disclosures, open board meetings, strategic plans and annual reports. **3.** Pinpoint what information should be kept under lock and key. Be cognizant not to give away your secret sauce, but open about information which paints the big picture for your team members. **4.** Be ready to designate resources to facilitate transparency. Creating and maintaining transparency will require resources and effort. **5.** Identify those stakeholders who will be resistant to change and communicate the purpose of a transparent organization **6.** Ensure you have multidimensional lines of communication are available to stakeholders. Members of your organization expect multiple options to communicate about the issues and information they need and want. For more interesting articles and topics like this, continue to follow the Human Resources on Your Side blog or click below to [contact](http://goosmannlaw.com/contact/) the [Goosmann Law Firm](http://goosmannlaw.com/) with any questions or concerns. 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