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\nSummary.<\/b> Open door policies foster communication, trust, and openness, with the goal of leading towards more collaboration, idea sharing, and fewer conflicts.<\/p>\n<\/blockquote>\n<\/div>\n
While the name comes from the idea that the manager\u2019s door is always open, that doesn’t have to literally be the case. There are also hybrid styles between open door and closed door policies that work well for some businesses.<\/p>\n
Key Takeaways:<\/b><\/p>\n
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Open door policies allow anyone to come to management with suggestions, problems, or comments.<\/p>\n<\/li>\n
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Having clear boundaries and parameters on the open door policy is an excellent way to make it successful.<\/p>\n<\/li>\n
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Having an open door policy encourages communication, transparency, and collaboration and limits disputes.<\/p>\n<\/li>\n
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While open door policies have many positives, they can also lead to overworked managers, a disrupted chain of command, and employee dependency.<\/p>\n<\/li>\n<\/ul>\n
What Is an Open Door Policy?<\/h2>\n
An open door policy is a communication policy. The basis of it is that employees can come to you directly whenever they need to with thoughts, suggestions, and concerns. It\u2019s meant to foster communication, trust, and openness.<\/p>\n
Many businesses have a much more rigid policy that follows a chain of command. A worker, in that case, would be expected to go to their direct supervisor with problems. If their direct supervisor happens to be the problem, then they\u2019d be permitted to go to their supervisor\u2019s supervisor to try to get it resolved.<\/p>\n
An open door policy knocks down those barriers to allow employees to go to any manager<\/a> \u2013 no matter how high up the chain of command \u2013 with their thoughts or problems at any time.<\/p>\n
How to Create a Successful Open Door Policy<\/h2>\n
While in theory, an open door policy seems like a win-win scenario, it isn\u2019t quite as simple as it appears. That\u2019s not to say that open door policies can\u2019t be extremely effective and work as they\u2019re supposed to in terms of encouraging communication<\/a>, trust, and working together.<\/p>\n
Here are some things to keep in mind to make your open door policy a success:<\/p>\n
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State the policy clearly.<\/b> It\u2019s highly recommended to mention the open door policy in your handbook. Your employees have to be aware that you have an open door policy before they know to take advantage of it.<\/p>\n
Be sure to be encouraging with the policy as well. Some employees are going to be reluctant to go to a higher manager, especially if their previous workplace didn\u2019t have a similar policy.<\/p>\n<\/li>\n
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Define the parameters of the policy.<\/b> Having your door be truly always open, literally or metaphorically, could make it difficult to get your work done. You may limit exactly what times employees can come to you or have a hybrid policy where they’re welcome to come to you if they can\u2019t work it out with their direct supervisor.<\/p>\n<\/li>\n
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Be a good listener.<\/b> If you\u2019re going to have an open door policy, you want to be genuine about it. Be sure to listen to the people who come to you with suggestions or problems, or they likely won\u2019t come back. Avoid using your phone<\/a> or computer while they\u2019re talking to you, or being impatient with them.<\/p>\n
If there are times when you feel you can\u2019t be a good listener, it may be wise to limit when your door is open.<\/p>\n
For instance, if you\u2019re in the middle of something delicate, close your door to signal that now isn\u2019t a good time, but leave it open when you\u2019re free. Or if someone comes to you with something that isn\u2019t an emergency, you can schedule a time to meet them later.<\/p>\n<\/li>\n
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Act on potential problems.<\/b> Being a good listener is wonderful, but if you just listen and don\u2019t act on any suggestions or problems, then your employees will feel that it\u2019s all an act. While it can feel validating to have someone listen to their thoughts or problems, if no one does anything about it, they can begin to feel invisible or unseen.<\/p>\n<\/li>\n
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Involve other parties when needed.<\/b> Not everything can be solved just between two parties. If it\u2019s a suggestion you\u2019d like to implement, it\u2019s a good idea to make sure that the other managers are on board, or you\u2019re likely to get resistance.<\/p>\n
If it\u2019s a matter of two employees not getting along, it\u2019s likely a good idea to speak to the other party \u2013 if they haven\u2019t also come to you \u2013 to find out their side of the story. You\u2019re much more likely to come to a solution if you can get both of them working together on the issue.<\/p>\n<\/li>\n
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Don\u2019t put everything on the open door policy.<\/b> Make sure you have backups in place for certain more serious or private issues. The HR department doesn’t become obsolete just because of an open door policy. This is especially important in legal matters, such as someone asking for family leave<\/a> \u2013 you\u2019ll want an expert to make sure it\u2019s done right.<\/p>\n<\/li>\n<\/ul>\n
Benefits of an Open Door Policy<\/h2>\n
Having an open door policy can have several benefits for the company as a whole. If employees feel empowered to go to management with suggestions and problems, then it can foster an open and informal environment which in turn leads to better productivity and trust.<\/p>\n
Here are the benefits of an open door policy.<\/p>\n
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Transparency.<\/b> With open communication between management and the employees, there\u2019s transparency. It helps bridge the disconnect that can form between the managers and the rank-and-file employees where neither side feels like they understand one another.<\/p>\n
Rules, expectations, and goals also get communicated more easily, which helps keep everyone on the same page. It also fosters relationships between employees and management who may not otherwise interact with one another.<\/p>\n<\/li>\n
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Easier to report issues.<\/b> If the door is always open, it\u2019s easier for your employees to screw up the courage to report problems. This is doubly so if you\u2019ve been responsive in the past to suggestions or more minor issues.<\/p>\n
This is especially important in the case of more serious issues, like sexual harassment<\/a>. People who are being harassed are often fearful that the management will either foster or turn a blind eye to such behavior. If you already have a rapport, it\u2019s easier for them to come forward and allow you to help.<\/p>\n<\/li>\n
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Disputes tend to get solved more quickly.<\/b> With better communication comes better problem-solving. Those who have issues are willing to involve a mediator more quickly when there\u2019s open communication. And if you\u2019re more connected to your employees, you\u2019re more likely to see potential problems coming.<\/p>\n<\/li>\n
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Foster collaborative culture.<\/b> Just because someone\u2019s lower in the ranks doesn’t mean that they don\u2019t have excellent ideas. Allowing everyone to communicate freely with one another can lead to stronger collaboration<\/a> and a freer sharing of ideas. That, in turn, can lead to more working together and creativity.<\/p>\n<\/li>\n
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Limits rumors and confusion.<\/b> If communication is siloed, then there are more likely to be rumors or misinformation spread around. But if everyone\u2019s allowed to share information with one another, rumors or confusion will be able to be corrected more quickly.<\/p>\n<\/li>\n<\/ul>\n
Drawbacks of an Open Door Policy<\/h2>\n
As with everything, having an open door policy isn’t without issues. While a closed door policy can be a bit stifling, there is a reason why organizations use that communication style. If you choose to have an open door policy, here are some pitfalls to watch out for.<\/p>\n
An open door policy:<\/p>\n
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Disrupts the chain of command.<\/b> There is a reason for a chain of command in the first place. Having an open door policy allows people to completely ignore this system and go over their supervisor\u2019s head whenever they wish. While there are benefits to this, it can foster resentment or disorganization.<\/p>\n
If this is something that happens regularly, then it\u2019s possible that you may need to make corrections to prevent problems from festering.<\/p>\n<\/li>\n
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Can foster dependency.<\/b> Having immediate access to management at all times can lead to a form of dependency on employees. For example, they may want to wait to get approval before going forward with their work, which slows everything down.<\/p>\n<\/li>\n
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Can overload managers.<\/b> Having to have your door open all the time can be tiring, especially as there\u2019s the potential for employees to bring extraneous or useless suggestions or complaints to management. Dealing with these nonissues can take up time, resources, and energy.<\/p>\n<\/li>\n
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May lead to sabotage.<\/b> There are people who like to sabotage others. If they\u2019re given constant access to supervisors, then it makes it easier for them to do this. Some of them are even quite convincing and may end up resulting in other employees being unjustly penalized.<\/p>\n<\/li>\n
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It potentially penalizes shy employees.<\/b> Some shy or reserved employees may never end up making use of this policy. It can be an issue if the management doesn\u2019t accept this as a range of personality<\/a> or if someone else lodges a complaint against them, but the manager doesn’t know the quiet employee \u2013 it may lead to bias.<\/p>\n<\/li>\n<\/ul>\n
Open Door Policy in the Workplace FAQ<\/h2>\n
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Should you have employees set appointments for meetings with you?<\/b><\/p>\n
While there’s nothing wrong with setting appointments to meet with employees, it isn’t precisely an open door policy.<\/b> Limiting the time that employees can approach you is likely a better solution if you\u2019re worried about time management unless you want to use an interactive calendar to set appointments.<\/p>\n
Just make sure that you don\u2019t end up announcing to everyone via your calendar that Jenny wants to meet you at four. This could stifle communication and make those who are subject to harassment or bullying<\/a> afraid of putting their name out there.<\/p>\n<\/li>\n
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Does having an open door policy stifle employees from thinking of their own solutions?<\/b><\/p>\n
While having an open door policy may encourage employees to let you solve their problems, it doesn’t have to be a serious issue.<\/b> Make sure to encourage employees to come up with solutions and do your best to implement and discuss viable ones. Make it clear that you value and encourage them to generate ideas and solutions.<\/p>\n<\/li>\n
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Could an open door policy discourage communication between my employees?<\/b><\/p>\n
It\u2019s possible that an open door policy would lead to an employee coming to you before trying to work something out with another employee.<\/b><\/p>\n
That being said, it\u2019s a problem that can be overcome. You can make suggestions for them to try to work it out together before you intervene, or limit your availability so it isn\u2019t quite as easy to access you.<\/p>\n<\/li>\n<\/ol>\n
Resources<\/h2>\n