But, before we get to that, we should start with a working definition of an open-door policy.<\/p>\n\n\n
![\"open-door](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/01\/open-door-policy-cover.png\")
<\/figure>\n<\/div>\n\n\n- \n
- An open-door policy is a method of encouraging upward communication in a professional setting by making higher-ups more accessible to employees.<\/li>\n\n\n\n
- An organization that wants to have an open-door policy first needs to put it in writing, then provide the necessary employee training to make sure the policy can be implemented successfully.<\/li>\n\n\n\n
- Even though an open-door policy has many advantages, such as building trust and enhancing productivity, it can also have some negative effects on company culture.<\/li>\n\n\n\n
- Setting clear rules and boundaries \u2014 and communicating them with the employees \u2014 is the only way to ensure the success of an open-door policy in the workplace.<\/li>\n<\/ul>\n\n\n\n
What is an open-door policy?<\/h2>\n\n\n\n
A<\/strong>n open-door policy <\/strong>is a method of encouraging<\/strong> employees to voice their concerns, ideas, feedback, and opinions<\/strong> to higher-ups without reservation<\/strong>.<\/p>\n\n\n\n
The name of this approach to upward communication<\/a> hints at the act of leaving the door to one\u2019s office open to allow employees easier access to managers or executives<\/strong>.<\/p>\n\n\n\n
However, the methods of communicating an open-door policy have changed with the advent of remote work technologies.<\/p>\n\n\n\n
In remote and hybrid work<\/a> environments, an open-door policy can mean employees can DM their managers at any time<\/a> or schedule a video call, i.e. that their \u201cvirtual door\u201d is open.<\/p>\n\n\n\n
This has allowed different organizations to tailor their open-door policies to their specific needs.<\/p>\n\n\n\n
According to a Top 50 Global Thought Leader in Future of Work and HR, Ira Wolfe<\/a>, that starts with defining what aspects of an open-door policy we want to have in our company:<\/p>\n\n\n\n
\n\n![\"ira](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/01\/ira-wolfe.jpg\")
<\/figure>\n<\/div>\n\n\n\n\n\u201cMy 1st recommendation would be to <\/em>define the open-door policy<\/em><\/strong>. Whose doors are open? Does that mean I can stop by and chat with the CEO whenever I want? Are there rules of conduct (specific times, appointments, etc.), and if so, how do employees view those rules?\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
<\/div>\n\n\n\nWolfe further advised managers to consider the <\/strong>aim of the<\/strong> open-door policy<\/strong>:<\/p>\n\n\n\n
\n\n<\/figure>\n<\/div>\n\n\n\n\n\u201cThink <\/em>why<\/em><\/strong> you would want an open-door policy. Companies and managers shouldn\u2019t confuse open-door policy with transparency and trust. An open-door policy may be one step toward improving transparency, but it\u2019s not a substitute. You can have an open-door policy but unless the conversations are warm and welcoming and not cold and corporate, the outcomes won\u2019t be any different than if the doors were closed, secure, and ironclad.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
<\/div>\n\n\n\nTherefore, what you want to achieve with your open-door policy should dictate how you set it up.<\/p>\n\n\n\n\n
\n\n Create your virtual open door on Pumble by CAKE.com<\/span>\nSimplify your work with Pumble \u2014 the all-in-one communication app.<\/p>\n\n
\n Sign up<\/a>\n\n Learn more<\/a>\n <\/div>\n <\/div>\n\n\n\n \n ![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/features.png\")
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\nHow does open-door work?<\/h2>\n\n\n\n
Now, we know that the purpose of the policy is to <\/strong>build<\/strong> trust<\/strong><\/a> by inviting transparent communication<\/a>.<\/p>\n\n\n\n
But, how can a manager or an executive achieve such a result with an open-door policy?<\/p>\n\n\n\n
We have spoken to Joseph Campagna<\/a>, SPHR, the president of My Virtual HR Director with over 28 years of experience in human resources. He claims that it usually comes down to putting it in writing<\/strong>:<\/p>\n\n\n\n
\n\n![\"joseph](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/01\/joseph-campagna.jpg\")
<\/figure>\n<\/div>\n\n\n\n\n\u201cMost open-door policies work by employers establishing a written policy. That policy is then communicated to employees and published along with all other policies. Managers may make an effort to literally keep their doors open. Some proactive managers (or eager HR departments) will even set up regular group or individual meetings on a schedule. Unfortunately, over time, most of these practices along with the policy itself become window dressing and then are put back in the closet.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
<\/div>\n\n\n\nHowever, according to Jenna Rogers<\/a>, a workplace communications consultant and the founder of Career Civility, having a functional open-door policy is more about having an open mind<\/strong>:<\/p>\n\n\n\n
\n\n![\"jenna](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/01\/jenna-rogers.jpg\")
<\/figure>\n<\/div>\n\n\n\n\n\u201cAn open-door policy requires leadership to bring their humanity into the workplace. It requires a curiosity to be open to listening to new ideas, criticisms, and 360-degree feedback. It requires transparency in sharing what is working well and what is not. And it requires setting boundaries to create a productive open-door policy — one that focuses on solutions as opposed to complaining.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
<\/div>\n\n\n\nSo, an open-door policy should be codified<\/strong> in the company\u2019s regulations and applied<\/strong> with an empathetic and curious mindset.<\/strong><\/p>\n\n\n\n
But, is the effort you put in to establish this policy and train your employees to use it even worth it?<\/p>\n\n\n\n
Let\u2019s talk about the pros and cons of having an open-door policy in the workplace.<\/p>\n\n\n\n
What are the advantages of an open-door policy?<\/h2>\n\n\n\n
A healthy open-door policy can improve team collaboration<\/a> and efficiency in many ways.<\/p>\n\n\n\n
According to Dr. Kimberly Wilson<\/a>, an organizational psychologist, executive coach, and trainer at Dr. Burnout, the potential advantages of establishing an open-door policy are numerous:<\/p>\n\n\n\n
\n\n![\"kimberly](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/01\/kimberly-wilson.jpg\")
<\/figure>\n<\/div>\n\n\n\n\n\u201cThe advantages of a successful open-door policy are to foster trust and open communication in the workplace, as well as reduce stress, anxiety, and a lack of productivity due to unresolved questions or issues. It has the potential to address regulatory, compliance, or policy violations before they result in fines or legal issues. Additionally, it encourages staff at every level to perform in excellence and offers additional opportunities to mentor, problem-solve, and collaborate with departments.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
<\/div>\n\n\n\nIn other words, the benefits of having an open-door policy may include:<\/p>\n\n\n\n
- \n
- Building trust between employees and management,<\/strong><\/li>\n\n\n\n
- Promoting transparent vertical communication,<\/strong><\/li>\n\n\n\n
- Improving work relationships,<\/strong><\/li>\n\n\n\n
- Improving retention,<\/strong><\/li>\n\n\n\n
- Providing fast access to information, and<\/strong><\/li>\n\n\n\n
- Addressing regulatory or legal issues.<\/strong><\/li>\n<\/ol>\n\n\n\n
So, let\u2019s take a closer look at some of these advantages.<\/p>\n\n\n\n\n
\n\n Collaborate in real time<\/span>\nSecure and reliable team communication app for professionals. Try Pumble.<\/p>\n\n
\n Sign up<\/a>\n\n Learn more<\/a>\n <\/div>\n <\/div>\n\n\n\n \n ![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/templates.png\")
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\nBenefit #1: Building trust<\/h3>\n\n\n\n
The relationship between trust and open-door policies is reciprocal \u2014 you can\u2019t have one without the other.<\/p>\n\n\n\n
The policy will work only if employees trust you. But, you can also build that trust through an open-door policy<\/strong>.<\/p>\n\n\n\n
In the words of Jes Osrow<\/a>, co-founder of the HR Strategy and Organizational Culture Consulting firm The Rise Journey:<\/p>\n\n\n\n
\n\n\n![\"jes-osrow\"](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/01\/jes-osrow.jpg\")
<\/figure>\n<\/div>\n\n\n\n\n\u201cIf the open-door policy is structured well, then employees will actually come and talk to you. You will be able to openly discuss the issues in your workplace rather than avoiding them or having them swept under the rug, which leads to retention issues.<\/em><\/p>\n\n\n\n
An open-door policy can be a beautiful thing, but only if there\u2019s trust and psychological safety built into the organization. If your organization doesn\u2019t currently have that, it\u2019s not the end of the world. It just means you need to get started. An open-door policy can be a great place to begin, but you have to treat each and every issue that comes in very thoughtfully and methodically to build that psychological safety that will encourage others.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n<\/div><\/div>\n\n\n\n
Benefit #2: Promoting transparent vertical communication<\/h3>\n\n\n\n
While clear downward communication<\/a> is important, so is the managers\u2019 openness to hearing their employees out.<\/p>\n\n\n\n
In fact, 74% of employees<\/a> say they\u2019re more effective at work when they feel heard. An open-door policy\u2019s primary purpose is to give employees a voice and facilitate vertical communication in the workplace in both directions<\/strong>.<\/p>\n\n\n\n
When managers actively encourage employees to speak up, the staff are much more likely to reach out to their higher-ups.<\/p>\n\n\n\n
This way, leaders facilitate two-way communication<\/a>, which is essential for team success.<\/p>\n\n\n\n
Of course, you can\u2019t expect employees to be transparent with you if you don\u2019t extend them the same courtesy.<\/p>\n\n\n\n
As Joseph Campagna told us, a good open-door policy can only exist if upper management is transparent:<\/p>\n\n\n\n
\n\n<\/figure>\n<\/div>\n\n\n\n\n\u201cWhen upper management is transparent about goals, vision, strategic initiatives, and yes \u2014 about failures, then the culture will lend itself to an open-door environment.\u201d<\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
<\/div>\n\n\n\n\n\n\n Make communication easier<\/span>\nSimplify team communication and collaborate more effectively. Try Pumble by CAKE.com.<\/p>\n\n
\n Sign up<\/a>\n\n Learn more<\/a>\n <\/div>\n <\/div>\n\n\n\n \n ![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/landing-1.png\")
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\nBenefit #3: Improving work relationships<\/h3>\n\n\n\n
A closed-door policy presents a communication barrier<\/a> that obstructs the building of healthy workplace relationships.<\/p>\n\n\n\n
Instead of helping promote openness and employee engagement<\/a>, it creates a sense of disinterest, formality, fear, and secrecy.<\/p>\n\n\n\n
Such an environment is a breeding ground for gossip, workplace conflict, and distrust in general.<\/p>\n\n\n\n
In an ideal open-door culture, employees trust their managers and see them as allies rather than enemies or someone to fear<\/strong>.<\/p>\n\n\n\n
This was also highlighted by many of the experts we\u2019ve spoken to, including Joseph Campagna:<\/p>\n\n\n\n
\n\n<\/figure>\n<\/div>\n\n\n\n\n\u201cCulture can grow and breathe healthily with an open-door policy in place. When it is practiced and observed, a general feeling of openness and trust is felt by most employees. Just knowing that they can address management at any time for any reason builds confidence and enthusiasm in the company.\u201d<\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
<\/div>\n\n\n\nSo, adopting an open-door management style makes employees more honest, happier, and more relaxed around their bosses.<\/p>\n\n\n\n
\n\ud83d\udca1 PUMBLE PRO TIP<\/strong><\/p>\n\n\n\n
Improving the relationship between employees and management will take you one step closer to creating a positive work environment. To learn more about what makes an organization a good place to work, check out this article:<\/p>\n\n\n\n
- \n
- 9 Powerful Ways to Create and Maintain a Positive Work Environment (+ Examples)<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
Benefit #4: Improving retention<\/h3>\n\n\n\n
Teams that foster effective communication<\/a> have a higher retention rate than those in which communication is poor.<\/p>\n\n\n\n
According to one report, 79% of employees<\/a> are more likely to stay at a job where they feel supported and cared for than get a 30% pay increase to work for an employer that doesn\u2019t make them feel valued.<\/p>\n\n\n\n
When employees feel heard and valued, they are more likely to stay with the organization and remain loyal to their bosses.<\/p>\n\n\n\n
Therefore, by employing an adequate open-door policy, organizations can significantly boost <\/strong>team communication<\/strong><\/a> and, thus, improve retention<\/strong>.<\/p>\n\n\n\n
Of course, this benefit could also have a positive effect on the public perception of your company, as Joseph Campagna pointed out:<\/p>\n\n\n\n
\n\n<\/figure>\n<\/div>\n\n\n\n\n\u201cEmployees who trust their employer and feel confident in the culture are the best commercials in which you could invest. Happy employees are 24-hour billboards for your brand.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
<\/div>\n\n\n\nSo, improving your company\u2019s relationship with employees can also be good PR.<\/p>\n\n\n\n
Benefit #5: Providing fast access to information<\/h3>\n\n\n\n
In the modern business world, information is king. A break in the information flow can disrupt the work processes of the entire team or organization and lead to costly mistakes.<\/p>\n\n\n\n
Ensuring your literal or metaphorical doors are open to employees increases the chances of them coming straight to you if there is a problem<\/strong>.<\/p>\n\n\n\n
It doesn\u2019t even have to be about solving problems \u2014 employees may notice an opportunity you\u2019ve overlooked and make sure the team doesn\u2019t miss it.<\/p>\n\n\n\n
In other words, they might feel more comfortable presenting their ideas to you, which is another benefit Joseph Campagna highlighted:<\/p>\n\n\n\n
\n\n<\/figure>\n<\/div>\n\n\n\n\n\u201cInnovation springs from open-door policies. When drafted correctly, these policies also solicit employees to bring invention, innovation, and even sales leads to management that might not have been voiced in a closed environment.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
<\/div>\n\n\n\nOn the other hand, if employees don\u2019t feel like they can talk to you, they may sit on a problem (or an idea) for too long. <\/p>\n\n\n\n
The waiting may have serious consequences for the team\u2019s performance and even their well-being.<\/p>\n\n\n\n
All your information in one spot \u2014 make Pumble your digital HQ<\/a><\/p>\n\n\n\n
Benefit #6: Addressing potential regulatory violations<\/h3>\n\n\n\n
Speaking of the consequences of waiting to report issues, what happens when employees hesitate to report regulatory or legal violations<\/strong> due to their higher-ups\u2019 closed-off attitudes?<\/p>\n\n\n\n
Well, according to the experts we\u2019ve reached out to, establishing an open-door policy in the workplace could help your organization avoid those pitfalls as well.<\/p>\n\n\n\n
Letting your employees know that they can approach you with any of their concerns will allow you to deal with problems before they become liabilities, according to Joseph Campagna:<\/p>\n\n\n\n
\n\n<\/figure>\n<\/div>\n\n\n\n\n\u201c[With an open-door policy,] employee issues and complaints are identified a lot earlier and often. Complaints don’t have to boil over and become a liability before they are voiced and received.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
<\/div>\n\n\n\nBesides, taking a proactive approach to addressing these kinds of issues is another factor that will make your organization a more pleasant work environment.<\/p>\n\n\n\n
What are the disadvantages of an open-door policy?<\/h2>\n\n\n\n
Of course, open-door policies don\u2019t always work \u2014 after all, every door has a flipside!<\/p>\n\n\n\n
According to Dr. Kimberly Wilson, the negative effects of an open-door policy can be just as numerous as the advantages of adopting this communication strategy:<\/p>\n\n\n\n
\n\n<\/figure>\n<\/div>\n\n\n\n\n\u201cThe disadvantages [of an open-door policy] include schedule delays, usurping the authority of junior leaders, staff feeling micromanaged, manipulation, increase in anxiety for new or poor leaders, and making promises or decisions without all the information.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
<\/div>\n\n\n\nSo, the disadvantages of having an open-door policy in the workplace are that:<\/p>\n\n\n\n
- \n
- Employees might circumvent their immediate manager,<\/strong><\/li>\n\n\n\n
- An open-door policy might end up being a mere formality,<\/strong><\/li>\n\n\n\n
- Employees could become too dependent on managers, even to the point that<\/strong><\/li>\n\n\n\n
- Managers may turn into confidants.<\/strong><\/li>\n<\/ol>\n\n\n\n
Having said that, let\u2019s explore these potential drawbacks in greater detail.<\/p>\n\n\n\n
Disadvantage #1: Employees might circumvent their immediate manager<\/h3>\n\n\n\n
Since the aim of the open-door policy is to encourage employees to voice their concerns to higher-ups, it can sometimes lead employees to aim too high and bypass their immediate superior<\/strong>s altogether.<\/p>\n\n\n\n
They may go around their manager because they:<\/p>\n\n\n\n
- \n
- Believe a higher-up\u2019s answer to their concern will be more favorable,<\/li>\n\n\n\n
- Don\u2019t trust their immediate supervisor, or<\/li>\n\n\n\n
- Want to complain about their immediate supervisor.<\/li>\n<\/ul>\n\n\n\n
If this happens all the time, it can undermine the company procedures and render some managers powerless.<\/p>\n\n\n\n
To prevent that, executives should encourage employees not to skip any links in the chain of command and only bring in the higher-ups if the two parties can\u2019t reach an agreement.<\/p>\n\n\n
\n![\"Milo](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/01\/Milo-redirects-an-employees-question-min.png\")
Milo redirects an employee\u2019s question to her direct superior on Pumble, the business messaging app<\/em><\/figcaption><\/figure>\n<\/div>\n\n\n Check in with your coworkers on Pumble<\/a><\/p>\n\n\n\n
Disadvantage #2: An open-door policy might end up being a mere formality<\/h3>\n\n\n\n
Leaving the door open for your employees doesn\u2019t necessarily mean they will freely come to you at any time<\/strong>.<\/p>\n\n\n\n
CEO of Legal-Island and co-author of the book Mastering Small Business Employee Engagement<\/em><\/a>, Barry Phillips BEM understands this well.<\/p>\n\n\n\n
In his TEDx Talk,<\/a> he revealed his observations on why the open-door policy had failed him and other business leaders:<\/p>\n\n\n\n
\n
\u201cI realized that they were using this open-door policy just as I was using it \u2014 as an excuse not to give any proper consideration to how communication should be done in an organization.\u201d<\/em><\/p>\n<\/blockquote>\n\n\n\n
He argues that there are many reasons why employees might not feel comfortable using the open-door policy, such as:<\/p>\n\n\n\n
- \n
- Not feeling safe enough to speak,<\/li>\n\n\n\n
- Coming from a culture that doesn\u2019t encourage direct communication, or<\/li>\n\n\n\n
- Being new to the company and feeling like they lack the authority to walk through the open door and talk to their manager.<\/li>\n<\/ul>\n\n\n\n
Most often, it\u2019s not enough to simply leave the door open. You need to understand how to help employees feel comfortable enough to come in.<\/p>\n\n\n\n
In the case of the aforementioned reasons employees might have to stay silent when issues occur, business leaders should work on: <\/p>\n\n\n\n
- \n
- Ensuring psychological safety in the workplace, <\/li>\n\n\n\n
- Developing cultural intelligence<\/a>, and <\/li>\n\n\n\n
- Creating effective onboarding processes<\/a>.<\/li>\n<\/ul>\n\n\n\n
Disadvantage #3: Employees might become too dependent on managers<\/h3>\n\n\n\n
The opposite is also possible \u2014 employees might become too dependent on running every idea by their manager before making a decision.<\/p>\n\n\n\n
This kind of employee-manager relationship is damaging for the entire team because everyone\u2019s productivity plummets<\/strong>.<\/p>\n\n\n\n
The superior becomes overwhelmed with employee requests, and the staff is unable to do anything without the manager\u2019s approval.<\/p>\n\n\n\n
Instead of having to field unnecessary questions, managers should teach employees how to find the answers independently, as shown in the following interaction.<\/p>\n\n\n
\n![\"Joan](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/01\/Joan-fields-an-employees-question-min.png\")
Joan fields an employee\u2019s question on Pumble, the business messaging app<\/em><\/figcaption><\/figure>\n<\/div>\n\n\n\n - Creating effective onboarding processes<\/a>.<\/li>\n<\/ul>\n\n\n\n
- An open-door policy might end up being a mere formality,<\/strong><\/li>\n\n\n\n
- Employees might circumvent their immediate manager,<\/strong><\/li>\n\n\n\n
- Promoting transparent vertical communication,<\/strong><\/li>\n\n\n\n
- Building trust between employees and management,<\/strong><\/li>\n\n\n\n
![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/features@2x.png)
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\n![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/templates@2x.png)
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\n![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/landing-1@2x.png)
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\n