Eric P. Bloom: Have an open-door policy? Make sure
you’re inside
By Eric P. Bloom
GateHouse News Service
An open-door policy means that, well, your office door is conceptually always open to members of your staff
for questions, help, advice and constructive criticism. Also, take note that this policy goes two ways; namely,
your staff can also provide you with advice and constructive criticism.
An open-door policy can be implemented at any level of the organization and, as a result, have implications
on you personally as both a manager and an employee. If this type of policy is implemented by the CEO of
the company, then it helps to define the culture of the overall organization. If it is implemented by the head
of your division or business unit, then it helps define not only your division’s culture, but also how your
division works with other parts of the overall company. Lastly, if you simply implement it for your team,
then it helps create an atmosphere of openness and communications between you and your staff.
If your division, or company as a whole has adopted an open-door policy, and truly allows it to happen, that
means that doors of all managers are open to anyone. This means, should you desire, you can have an open
and frank discussion with your boss’s boss, or a member of your team can have an open and frank
discussion with your boss.
Note the implications of these two scenarios. In the first, you have permission to talk directly with your
boss’s boss. If you do so, make sure you do it a way that is culture appropriate, fair to your boss, and
depending on the topic, with your boss’s permission, blessing, and/or approval. The reason for these caveats
is because of the second scenario. Namely, how are you going to feel if a member of your staff goes around
you to your boss? Will you potentially feel nervous, upset, understanding but upset? Know that your boss
will feel the same way if you go around him/her.
I have worked for companies that have truly embraced their open-door policy and other companies that
either had the policy in place and discouraged it or avoided the topic altogether. Even in a culture of true
openness, which is great by the way, be respectful of your boss as you would want your staff to be respectful
of you.
As an additional thought on open-door policies, if you are approached by a staff member or other employee
regarding a true grievance or illegal act, treat the issue with great care; and if appropriate, consider seeking
the advice of your boss, human resources or other appropriate individual or organization.
Lastly, and alluding to the headline of this column, if a member of your team comes to you in the spirit of an
open-door policy, be there for him/her. If you ignore their needs and/or thoughts, they may never approach
you again. In essence, you have shut your door. This doesn’t mean you have to take their advice if you
disagree with it, it just means you should be willing to listen and truly appreciate their initiative, caring, and
effort.
The primary advice and takeaways from today’s column is to know that:

An open-door management policy means managers’ doors are physically and conceptually open for
employees to communicate, both good and bad.

Be respectful of your manager’s time should you address him/her with an issue or suggestion.

Be respectful of your manager and the appropriateness of your topic if you go around your manager
to others.

If an employee comes to you, treat them as you would like to be treated, in the true philosophy of an
open-door policy.
Until next time, manage well, manage smart and continue to grow.
Eric P. Bloom, based in Ashland, Mass., is the president and founder of Manager Mechanics LLC. He is
also a nationally syndicated columnist, keynote speaker and author of the award-winning book “Manager
Mechanics: Tips and Advice for First-Time Managers.” Contact him at
[email protected], follow him on Twitter at @EricPBloom, or visit
www.ManagerMechanics.com.