Trust in the employer is a key element of a well-functioning company since it fosters employee commitment, loyalty, and a willingness to take initiative. In this context, transparency must be the foundation. So how do you make sure that the most important information is not only open but also positively stimulates teams to work more effectively? Scoreboards can be a good tool in this situation.
Transparency in the workplace involves open and honest communication about how the company operates, including its strategy, goals, and performance. However, in many organisations, these key issues are either not discussed at all or are only addressed at specific times. For instance, short-term goals like monthly targets are typically discussed at the beginning of the month, with results shared at the end – often just reporting whether they were met or not. Strategy, vision, and mission might be mentioned periodically or summarised annually. But where does this leave the employee who works daily toward specific KPIs? They often end up feeling like just another number on a list.
The role of transparency in the workplace
When employees have access to information such as objectives, performance, and strategy, they feel more engaged in the company’s life and its growth. Understanding how their work contributes to broader goals increases their motivation and sense of purpose in their daily tasks. Transparency removes unnecessary guesswork that can cause tension and conflict within teams, fostering an open organisational culture where communication flows smoothly and employees feel valued and respected.
Why do scoreboards have a bad reputation?
Scoreboards can have a negative connotation, especially if we’ve previously worked in environments where they were used to reinforce so-called bad practices, which can have harmful effects on the entire organisation. A classic example is using scoreboards to exert pressure on employees. When results are used solely to evaluate and punish low performance, rather than to motivate and support, it can lead to stress, frustration, and decreased engagement. Another bad practice is presenting raw and incomprehensible data without considering the specifics of individual tasks, employees, or teams, and without placing them in a broader context. Setting unrealistic goals and expectations is yet another mistake. All these factors can result in unfair evaluations, fatigue, and burnout. Employees who feel pressured, constantly monitored, and punished for not meeting targets will eventually leave the company, often leaving it with a negative reputation.
Scoreboards as a supportive tool
When well-designed and managed by a competent team leader, scoreboards can become a powerful driving force for a company. They promote trust and transparency within an organisation by providing reliable data presented with the right narrative and context. Scoreboards allow progress to be monitored transparently and objectively in real-time, giving employees insight into how their performance compares to that of their team and the organisation as a whole. This makes employees feel more valued and motivated to continue their efforts. Executives, in turn, gain a tool to make informed decisions based on real data, enhancing the perception of managers and increasing trust in the organisation overall.
At Echo Analytics, we believe that scoreboards are a powerful tool for fostering transparency and trust, but only when they are used thoughtfully and skillfully. Creating an environment with open communication, where employees feel valued, supported, and motivated to perform better, is essential. This is why we built the entire Echo platform around gamification and elements of rivalry. These approaches turn each day into a new challenge, making the benefits for employees tangible and personal. By embedding performance in context, providing regular support and rewards, and quickly identifying weaker areas – combined with appropriate management and realistic expectations – performance boards can become the foundation for building trust and loyalty within a company. Request our DEMO to see how performance can be presented clearly and engagingly within your organisation.
