Most companies discuss their Open Door Policy when trying to attract candidates or appease employees. Usually this comes in the form of management promising that their door is always open and that they’re always willing to meet with employees. Some companies even go so far as to write down their policy.
What company in this day and age wouldn’t say they have an Open Door Policy? It sure sounds nice. That is, if it is actually followed and if employees feel comfortable coming forward.
Even with a good well-practiced Open Door Policy, many employees will never feel comfortable utilizing this policy. And why should they? Why should the employee be the one to have to go to management. Management should be involved enough in what is going on so that the Open Door Policy rarely needs to be used.
An Open Door Policy should not be used in replace of real communication and knowledge of what is occurring. Management should hold meetings at least twice a year to discuss staff concerns. Anonymous surveys for the direct reports of each supervisor is also another way to discover issues.
The responsibility for being aware of issues should fall on management and not the employees. Employees should not bear the burden of coming forward and risking finding out if the Open Door Policy they hear so much about is a reality.
