Let’s Talk About That “Open Door” of Yours
Ah, the open-door policy—the sacred cow of corporate leadership. If you’re a leader, chances are you’ve proudly declared, “My door is always open!” You probably thought it made you sound approachable, empathetic, and, dare we say, cool. Spoiler alert: it doesn’t.
Here’s the unvarnished truth: most employees think your open-door policy is about as real as Bigfoot riding a unicorn. Sure, it sounds great, but try walking through that door with an unpopular opinion or some inconvenient feedback, and suddenly, it’s bolted shut.
Why Open-Door Policies Fail (Spoiler: It’s You)
A Real-Life Example of an Open-Door Disaster In one infamous case, the CEO of a mid-sized tech company was known for his “open-door” ethos. Employees, emboldened by this promise, started sharing concerns about toxic team dynamics. Instead of listening, the CEO dismissed the issues, chalking them up to “growing pains.”
The kicker? When employee turnover skyrocketed and exit surveys highlighted the same toxic culture, the CEO lamented in a town hall: “I just wish people would tell me these things sooner.” Cue collective eye-roll from the remaining staff.
What to Do Instead If you want to stop being the punchline of your company’s next happy hour, here’s how to fix your so-called open-door policy:
Self-Reflection: Are You the Problem? To test whether your open-door policy is legit, ask yourself:
The Final Word The open-door policy isn’t inherently bad—it’s just poorly executed by most leaders. If you’re serious about being approachable, it takes more than a cracked door. It takes humility, self-awareness, and a commitment to action.
Otherwise, go ahead and close that door, because no one’s buying it anyway.
Thank you for sharing these practical steps Dan Rust I particularly resonate with the idea of inviting people in and checking your ego at the threshold. In my experience working across 39 countries in account management and facilitating workshops on inclusion, I’ve seen how leaders who actively listen and respond thoughtfully can transform workplace culture. When leaders truly embrace these principles, they don’t just solve problems—they prevent them from escalating in the first place. For example, during a challenging project, I once worked with a team where assumptions were causing tension. It wasn’t until the leader facilitated an open discussion—asking questions like “What’s working for you?” “How can I support you?”—that barriers broke down. These conversations were not easy, but because the leader listened without defensiveness and focused on actions over words, the team felt valued, and we resolved issues before they became toxic. To me, the key takeaway is this: an open door is just a symbol unless it’s paired with active effort. Leaders who listen intentionally, act on feedback, and create spaces of psychological safety don’t just build trust—they create a culture where people feel heard and empowered.