Why Honesty and Clarity Are More Important Than Transparency

I have a confession to make. I sometimes grapple with the concept of transparency. It’s a buzzword that gets thrown around a lot these days, often presented as the holy grail of successful businesses. For example, I often read that the growing Gen Z generation puts a heavy premium on transparency in the workplace – and so do Millennials. They want fair compensation, clarity on how a company will support their career development, and a clearly defined structure for growth opportunities. But although these important wants and needs are typically labeled as a demand for “transparency,” this generation (and every generation) wants something more: honesty and clarity. 

What Does Transparency Really Mean? 

Let me explain. Transparency, at its core, is about sharing information. It’s the act of making things visible, of pulling back the curtain and letting everyone see what’s going on. In theory, this sounds great. Shouldn’t employees have a right to know everything about the company they work for? Shouldn’t they know their true value? But when I dig into the details about what Gen Z and Millennials want (in articles like “Pay transparency, mentorship, and 4 other ways companies can attract Gen Z workers” and “Managing Millennials in the Workplace”) I see that employees really want fair compensation and professional growth offered with honestly and clarity.  

Honesty and Clarity 

Employees want employers to be truthful about what they can genuinely offer, avoiding misleading promises or overly broad statements. For example, providing a small pay raise without detail as to how and why the employer arrived at that amount leaves room for disappointment, distrust, and assumption. Instead, being honest about the businesses wins (and challenges) and how they play a role in the decisions, even if not directly tied to the individual employee, provides valuable information and helps them to clearly understand the rationale that was used.  

Moreover, it’s about clarity (one of IDX’s core values). Employees want to understand the “what’s in it for me” factor clearly and concisely. This means going beyond vague statements about “growth opportunities.” Employers need to clearly articulate specific professional development paths and realistic steps toward potential career advancement. Employees are not asking for complex infographics or company secrets; they just want to see a clear path forward. 

By prioritizing honesty, clarity, and empathy in their communication, employers take a crucial step in building trust with employees. Gen Z and Millennials have grown up in a world filled with information overload and empty marketing promises. They’re not easily wooed by flashy (or vague) job descriptions; they want the straightforward truth – how much will they make, and how will they progress? 

What Employers Can Do 

Here are some ways that employers can shift from the buzzword “transparency” to focus on genuine honesty and clarity: 

• Narrow the salary range: instead of offering a vast salary range, be honest about the realistic starting point based on the candidate’s experience level. 
• Be honest about growth: rather than talking about ambiguous “opportunities,” explain the actual career path – “This role typically leads to X position; and generally happens when Y skills are mastered and the business grows to the extent of needing another X to properly service its customers.” 
• Highlight professional development: provide a clear breakdown of professional development benefits – do you offer tuition reimbursement? Stipends for conferences? In-house training sessions? Be specific. Be clear.  
• Be clear in performance reviews: use clear, descriptive language to explain strengths, areas for improvement, skill growth opportunity, and specific goals for the upcoming year. This fosters more open conversations and a greater sense of ownership over career development. Shy away from projecting accountability to others while taking credit for positives – for example, “You’ve done an amazing job this year and I’m thrilled to share that based on your successes, and the successes the business had last year overall, you will be getting a 5% pay raise” as opposed to “You’ve done an amazing job this year and I’m thrilled to share that, based on your successes, you’ll be getting a 5% pay raise. I tried to get you more, but they said that 5% is the max I can give you because they say that the company performance didn’t meet targets.” 

Companies that embrace honesty and clarity stand to gain a competitive edge when it comes to attracting and retaining talent. Employees crave authentic communication, and employers who meet that need will see a positive impact on their hiring, employee satisfaction, and ultimately, their bottom line. 

Learn more about IDX, including our careers and values, on our website.