Your Open Door Policy Isn’t Working – Do This Instead
March 27, 2025 | By David M. Wagner
Let’s call the “open door policy” what it is: a management fad that fosters the illusion of inclusivity while, mostly, maintaining the status quo.
Don’t get me wrong – I think most leaders with open doors have good intentions.
But passive approaches to soliciting feedback miss the mark because they place the burden of initiative on staff to take action.
It is easier for people who benefit from the status quo to speak up than for those who feel marginalized or like they don’t belong – that is, the people who most need things to change.
Want to support your team? Here’s what to do instead of just opening your door.
Good – Proactively Request Anonymous Feedback
Anonymous employee engagement surveys aren’t perfect.
But they are an improvement over suggestion boxes and management “office hours” because they are active requests for input.
It’s a simple way to indicate that you care about what your team thinks.
Better – Feedback Conversations with Staff
Leaders and managers are familiar with providing feedback.
But what about asking for reviews from staff?
You and other supervisors in your organization can gain greater insights by:
Letting your team know well in advance that you intend to ask for their feedback. Don’t spring the question on them.
Using open-ended questions. Ask what you can start doing, stop doing, or continue doing to make their job easier.
Recognizing your privilege and power. Just because you ask for feedback, does not make it easy for someone to give. Make it optional to provide feedback and give it time.
Best – Create Protected Spaces for Feedback
You can increase your team’s candor by removing yourself from the conversation.
For example, a leadership team I was part of commissioned an “engagement team” of staff from across the organization. The team met (on paid time) without management present.
This group provided more detailed insights and innovative suggestions for improvement than any anonymous survey ever could.
You can also find a trusted partner, like a human resources representative or outside consultant, to gather candid (anonymous) input from your team.
Don’t Keep It To Yourself
No matter what feedback mechanism(s) you use, don’t keep what you learn to yourself! Build trust by transparently committing to acting on that feedback.
Share what you’ve heard, especially any criticisms. You don’t have to agree with the feedback. Acknowledge the sentiment and your reflections on the possible truth behind it.
Tell your team what you plan to do differently. No matter how small of a step.
Report your progress. Don’t leave your team wondering, “whatever happened to that feedback we gave?”
Creating a culture of feedback is essential to getting better as an organization. Proactively gathering honest input from your team – and acting on it – will build trust, increase engagement, and improve results. Set a free consult with me if you’re ready for help to build that culture.