“Open Book Companies see the dangers of secrecy as more problematic than the risks of openness. In fact, the level of employee engagement gained through their openness gives companies a huge competitive advantage. “
-Jack Stack

Open Book Management does not need to mean photocopying your tax returns for everyone in the office to see. Opening the books is about engaging employees in caring about key results and creating a culture of ownership. You can either distill your books down into their simplest or most intricate detail, but the choice is yours.

“I don’t want people to know how much I make.”
“I don’t want my employees to know what the other employees make.”
“My employees aren’t really interested in knowing about this stuff.”
“My competitors will have access to this information.”
“I don’t have the time.”

Many open book companies want to put salaries on the table as a way to prove fairness within the company. Examples are: keeping executive salaries at no more than ten times the starting salary, or showing no special favors within departments.

If you have a salary-sensitive workplace, simplify the number. Understanding how payroll, expenses and liabilities impact the profits of your company is a critical measurement for employees to know in almost every company.

Many companies can think of a hundred reasons not to do it. But those who have done it know the magic it has brought to their business- financially and culturally.

Let High Performance Advocates guide you through the eight steps that will transform your company into the company that people want to work for, including you.