“An open door doesn’t guarantee an open mind; sometimes it just lets in the draft.”
CEOs and managers love to boast about their open-door policies, imagining it’s a magnet for fresh ideas and honest feedback. But let’s cut through the corporate charade: an open door often leads to an empty room. Employees aren’t lining up to share groundbreaking concepts or candid concerns just because you left your door ajar.
A case in point
Take the example of a fictitious case of NileTech Solutions in Uganda. The CEO, Mrs. Achen, proudly maintained an open-door policy. She believed it fostered transparency and innovation. Yet, her staff felt otherwise. Joshua, a brilliant software developer, had an idea to streamline their flagship app for better performance on low-bandwidth networks—a game-changer for rural users. But he hesitated to walk into Mrs. Achen’s office. Why? Previous attempts by colleagues to share ideas were met with dismissive nods and swift changes of subject. Joshua kept his idea to himself, and the company missed out on a significant market advantage.
An open door in theory doesn’t eliminate the walls built by hierarchy, past interactions, and cultural norms. In many workplaces, respect for authority can translate into reluctance to speak up. Employees may fear being perceived as overstepping or worry about potential repercussions for challenging the status quo.
Questions for leaders
- Are you approachable, or just accessible? Being physically available isn’t enough. Do your actions encourage dialogue, or do they shut it down?
- What past behaviors might be silencing your team?Reflect on how you’ve responded to feedback before. Dismissiveness breeds silence.
- How can you actively dismantle barriers to open communication?It’s on you to create an environment where voices are heard without fear.
An open-door policy is progressive in theory but often mere lip service. To foster true innovation, leaders must actively create a culture where every voice matters by stepping out and engaging with their people.
Mr Strategy’s recommended engagement model
Ditch the passive open-door policy for an active engagement strategy.
- Walk the Floor Regularly. Leave your office and interact with your team in their space. This diminishes the formality that stifles open conversation.
- Host Idea Sessions. Organize informal meetings where team members can share thoughts without the pressure of a formal setting. Make it clear that all ideas are welcome.
- Provide Anonymous Channels. Recognize that some employees may never feel comfortable speaking up openly. Offer ways to submit ideas or feedback anonymously.
- Act on Feedback. Demonstrate that you value input by implementing viable suggestions and acknowledging contributions publicly.
An open-door policy sounds progressive but often amounts to little more than corporate lip service. To truly foster innovation, leaders must proactively create a culture where every team member feels their voice matters. It’s time to step out from behind that open door and engage with your people.
Mr. Strategy
