Maintaining an open-door policy at work helps build trust, encourage open discussion, and make your company healthier overall. People are more likely to divulge both personal issues and work-related concerns that may be impacting their performance, morale, or productivity.

The objective of an open-door policy is to foster two-way communication and feedback. It encourages employees to communicate openly with senior leadership and understand how their individual roles contribute to larger business strategies. And, they learn first-hand what’s most important to their team.

• An open-door policy can serve as an early warning system for issues that may be lurking below the surface, so you can nip them in the bud. It also encourages healthy and constructive discussion and gauges various people’s perception about their workplace and level of job satisfaction.  

The Benefits of an Open Door Policy

• Cultivates two-way feedback: When a manager’s door is open, it results in better communication and, ultimately, better business results. According to a recent Gallup poll, managers who were receptive to employee feedback achieved 12.5 percent greater productivity from their teams.
• Quells rumors: Gossip and hearsay can be toxic, especially when rumors about management or your company start swirling. Open communication with management helps address them early on, before they spiral out of control.
• Welcomes employees to discuss their concerns: The harsh reality is that sexual harassment and other forms of physical and verbal victimization can be very real workplace concerns. If employees feel naturally comfortable opening up to their managers, such issues can be alleviated and effectively addressed, and the outcome is a safer, more welcoming environment for everyone.

How to  Make Sure You Keep the Door Open

Managers don’t literally have to keep their office doors open all the time. To have a true, viable open-door policy, they should:

• Listen actively. You can better serve your employees and benefit your business by making active listening a regular practice.  This includes a close awareness of non-verbal as well as verbal cues, and the need to step into another person’s shoes and let them do the talking until the right time comes for you to intervene. If you haven’t already mastered active listening, consider taking a course to hone your skills. You may even want to offer this training company-wide.
• Set clear boundaries. You don’t literally have to keep your door open all the time. Be as accessible as realistically feasible – and communicate to staff that when they do find your door open, they’re welcome to come in and share their thoughts or ask questions. Remind them that your time, like theirs, is valuable – and in non-urgent situations, encourage people to think through problems and possible solutions on their own before they approach you.

Call on KeyHR Today!

For additional guidance on improving workplace communication or other HR issues impacting your business, you may want to consider a partnership with a professional employer organization (PEO). Contact KeyHR to learn more about PEO benefits, so you can relax knowing your talent management needs are covered, while you focus on growing your company.