Why I Emphasize Transparency With Employees During Transitions
When I buy a business, I’ve learned that employees are often the most anxious stakeholders. They wonder if their jobs are safe, if leadership will change, and whether culture will survive. Over time, I’ve realized that transparency is the single best way to ease those fears.
Why Transparency Matters
Transparency matters because it:
- Builds trust with employees
- Reduces turnover during transition
- Increases morale and productivity
- Strengthens buy-in for new initiatives
- Creates a healthier long-term culture
If employees feel left in the dark, rumors spread faster than facts. Transparency prevents that.
My Early Mistakes
In one acquisition, I withheld information until changes were final. Employees felt blindsided, and trust was broken.
In another case, I over-explained the strategy without giving clarity on the day-to-day impacts. Confusion grew instead of confidence.
Both mistakes taught me that transparency requires balance: enough clarity to build trust, but not so much noise that it overwhelms.
How I Practice Transparency
- Host all-hands meetings immediately after closing
- Explain my vision and reassure them about job security
- Share short-term plans and invite feedback
- Provide regular updates instead of surprises
- Encourage managers to communicate openly
Final Thoughts
I’ve learned that transparency isn’t just a soft skill, it’s a strategic advantage. Employees who feel informed stay engaged, productive, and loyal.
That’s why I emphasize transparency during transitions. Because at the end of the day, businesses aren’t just bought and sold, they’re lived in daily by the people who make them run.
I continue sharing my acquisition strategies at DrConnorRobertson.com, where I explain how I build trust and culture from day one of ownership.