This is more or less my point. If your employer was happy with it, then your employer was the kind of employer attempting to build a transparent organization (and worked to build emotional security etc.). If your employer wasn't happy with it, then you and your employer have different opinions on the importance of transparency, which points to a cultural mismatch, which points in the direction of parting ways.

The key insight is understanding that it's the employer, not the employee, who have both the responsibility and the power to set culture and direction. So if the employer decides not to work on building transparency into the culture, the employer will get an opaque culture as a result. Maybe this results in the kind of problems that Boeing is suffering from now, maybe it results in bankruptcy, maybe not. The employer is responsible and accountable to decide. The employee's decision is much simpler - adapt or leave. Most people decide to adapt; the potential upside to leaving is a murky gamble taken on faith, particularly if people don't have a specific offer lined up at a specific place that seems to be a better fit for specific reasons. So it shouldn't be a surprise to you that employers get what they (intentionally or unintentionally) incentivize.