Hi, I’m Crystal and I am the founder and creator of the Transparency Card Project. 

Before Transparency Card evolved into what it is today, it was actually a mental health and wellness themed, stream-of-consciousness style podcast. I started the podcast out of sheer desperation for a creative and therapeutic outlet to balance out my anxiety-ridden brain, which was in large part due to the very stressful job I worked at the time. 

For context, I was an Executive Assistant at a cannabis packaging startup…

And while I learned a lot about myself, my skills and capabilities both professionally and personally, I can definitely say startups are not for the faint of heart. 

You’ve got frazzled coworkers on one end and oftentimes a temperamental CEO, whose primary focus is to grow the business on the other.

Not to mention, the HR department is basically always on fire as generally there is one person simultaneously working to ensure the business remains in compliance with state and labor laws, all the while managing the ever-fluctuating needs of their employees. 

Needless to say, things can get tense. Particularly when the startup is successful and rapidly expanding. Oftentimes that weight is felt by all parties and it can be difficult to guarantee that every one of them receives the proper support and guidance needed during those times of pivotal change.

Having been on the receiving end of a frequently shifting work culture and all that accompanies it, I recognize the importance of meeting the inevitable growing pains, with transparency, compassion and guidance.

I guess you can consider this my villain origin story of why I got into HR.

As of today, I am a professional of the HR variety and to put your questions to bed - yes, I do currently work at a successful startup company that is snowballing towards being established.

I’ve worked in this industry for almost two years now, which at a startup really equates to four. 

I love working in HR. It is one of the more dynamic roles I’ve ever had the privilege of working in and it has taught me so much about people, business, relationships and guided me in figuring out what kind of impact I want to make in the world. 

It is through working within such a rapidly expanding and ever-changing organization that I’ve learned how to intrinsically support staff members who are most affected by organizational changes through effective communication. It is through partnering with C-suite members that I’ve come to learn what information is worth mentioning, what is not and how to communicate those messages in a way that will ultimately benefit the business.

My intention when starting the Transparency Card Podcast was to create a space to touch on work-related issues that were considered ‘too personal’ for the workplace. I’ve explored relevant topics such as:

• Battling Burnout

• How to Prioritize Work-Life Balance & Put it into Practice

• Exploring Self-Sabotage and How to Overcome It

• Feeling Stagnant & Knowing when to Take Risks in your Career

That initial intention comprises the foundation of the Transparency Card Project today.

The Transparency Card Project is a freelance HR copy and content writing business that works with startups to build strong company cultures through creating content on relevant and important work-related issues.

Ultimately, people want to feel seen and be heard. Being proactive when addressing these very real issues demonstrates to your employees that (excuse my French) you actually give a shit about them and their wellbeing. And that is incredibly important when it comes to building a strong company culture.

For the most part, your employees know as much or as little as you want them to. You have the option to let them into your world, as much as you already exist in theirs. As members of leadership you have the power to make decisions that will affect your people. Your people need a baseline understanding of why these decisions need to be made.

Share your reasoning for needing to cut shifts during your business’ slow season or why raises took a significant nose dive this year compared to years prior. Speak on relationship dynamics and how you are actively investing in management training so your leaders have access to the tools required to best support their teams.

Give them context. Let them be a part of the conversation and let it come from the people calling the shots.

If you want your people to trust you, you have to put away the early 1900’s HR jargon and write something real, tangible and easily readable to your employees who have no idea what HR is even there for, besides being their underpaid therapists.

And if you’re struggling with this - toeing the line between unequivocal honesty and carefully choosing your words for the sake of yours and your boss’s reputation, then you need an HR copywriter. A good one.

And that’s where I come in. I’m here to help you navigate those sticky conversations, to help get your message across clearly, transparently and in a way that keeps you compliant and well-received by both those on both ends of the spectrum - your staff and the one who approves your PTO.

I don’t write employee handbooks or disciplinary action models. Can I do it? Yes.  Do I enjoy writing that type of content? No, not in the slightest.

I do however, write blog posts, LinkedIn posts, company announcements regarding cultural and policy changes. I also write content aimed toward enhancing company culture with a focus on Learning & Development content such as training on Effective Management & Communication, Diversity & Inclusion, Cross-Departmental Relationship Dynamics and more.

If you’d like to work with me, check out the Contact page!