Why Your Open Door Policy is Damaging Your Leadership (and Leading to Burnout)

Picture this: You're a rising star in your organisation, newly promoted to a leadership role. Determined to be the approachable, dynamic leader you've always dreamed of being, you proudly announce your 'open door' policy. Fast forward a few months, and you're drowning in a sea of impromptu meetings, constant interruptions, and a to-do list that's growing faster than a queue for the office biscuit tin. Sound familiar? You're not alone.

While the 'my door is always open' mantra might sound like leadership gold, it could be the very thing that's sabotaging your effectiveness and turning your workplace culture into a right mess.?

It’s making you burned out, and may be doing the same to your people.?

Let's dive into why this well-intentioned policy might be doing more harm than good, and how you can turn things around before you find yourself wishing you could barricade that open door.

A Cautionary Tale

Emma, the newly appointed CEO of a thriving tech start-up, was determined to break the mould. Gone were the days of aloof executives perched in ivory towers. Her leadership style would be different - accessible, friendly, always available. As a ‘people-person’ she thought that this policy would empower others, and help her develop their potential.?

She had great strategic vision for the company and the changes she would make. She knew that she had a lot of work to do, but she was more than up to the challenge.?

Six months into her tenure, Emma found herself working until midnight most days, firefighting issues that should never have reached her desk. Her strategic plans gathered dust while she dealt with an endless parade of 'quick questions' and 'small favours'. The board was growing restless, and Emma was running on fumes. Something had to give.

The Pitfalls of Constant Availability

1. Productivity Nosedive

When your door is perpetually open, it's like leaving a welcome mat out for interruptions. Each visitor, query, or impromptu chin-wag chips away at your focused work time. Before you know it, your day has been hijacked by a parade of 'got a minute?' meetings, leaving those big, juicy strategic tasks untouched.

You find yourself spending hours each day in unscheduled natter, leaving crucial strategic planning and decision-making for after-hours work. The result? Burnout and decisions that are about as well-thought-out as a last-minute fancy dress costume.

2. Trampling on Your Managers' Toes

An open-door policy can inadvertently create a sneaky bypass around the normal chain of command. When employees feel they can approach the boss at any time, it can leave your middle managers feeling about as useful as a chocolate teapot.

Mike, one of the department heads, feels constantly undermined when his team members routinely skip over him to discuss issues directly with Emma. He's left out of important conversations and decisions, feeling like a spare part in his own department. They have also brought minor grievances and squabbles to Emma’s door, meaning that gossip is getting out of hand, and Mike can’t take any action to remedy it.?

3. Creating Dependency and Stunting Growth

When leaders make themselves too available, they risk creating a culture of dependency that's hard to shake. Instead of problem-solving independently or putting their heads together with colleagues, employees may develop a reflex of running to leadership for every decision or hiccup.

In Emma’s case, her HR manager was constantly left waiting for feedback on potential new candidates to fill open roles. Jenna’s meetings with Emma were often bumped to the end of the day, extending Jenna’s working hours? to long after everyone else had gone. The delays in recruitment were also costing the team dearly, with people working extra hours, and getting exhausted, as well as burning up overtime.?

4. Fostering Favouritism and Silos

An open-door policy doesn't guarantee equal access. In practice, it often favours the boldest or most persistent employees, potentially creating perceived favouritism and information silos, and creating a ‘teacher’s pet’ atmosphere.?

Do you have a small group of employees who frequently pop into your office to ask a quick question? Have they become an unofficial sounding board for your? If so, they may be gaining a disproportionate influence, leading to resentment and division within the broader team.?

5. Blurring Professional Boundaries

While friendliness is positive, blurring the line between leader and mate can make it challenging to provide critical feedback or make tough decisions.

In coaching, Emma admits that she struggles to address performance issues with a direct report due to their frequent informal chats. The prolonged underperformance affects the entire team, creating bad feeling and increasing murmurs of people jumping ship to the competition.?

Striking a Balance: Alternatives to the Open Door

While completely shutting up shop isn't the answer, here are some strategies to maintain approachability while safeguarding productivity and organisational structure:

1. Scheduled Open Hours: Designate specific times for open-door sessions, allowing for both accessibility and protected focus time. Get your PA to manage who gets access to you in those times, making sure its an appropriate use of everyone’s time.?

2. Tiered Communication Channels: Establish clear guidelines on which issues should be addressed at what level of management, reserving top leadership access for truly critical matters. Think of it as a game of 'leadership snakes and ladders'.

3. Empower Middle Management: Invest in developing strong middle managers and publicly reinforce their authority to handle day-to-day issues. Give them the spotlight they deserve.

4. Structured Feedback Mechanisms: Implement regular town halls, suggestion boxes, or digital platforms for employees to voice concerns or ideas without disrupting daily operations. It's like a suggestion box, but for the 21st century.

5. Clear Escalation Policies: Create and communicate clear processes for when and how to escalate issues up the chain of command. Don’t allow people to slip through the net, unless there is a issue between employee and their line manager.?

6. Lead by Example: Demonstrate respect for others' time and boundaries by scheduling meetings in advance and using appropriate communication channels. Turn up on time to those meetings and don’t allow them to overrun. Be the change you want to see in your inbox.

7. Promote Peer Problem-Solving: Encourage horizontal collaboration and problem-solving among team members before escalating to leadership. It's teamwork, but with less trust falls and more actual work.

Conclusion

An effective leader must balance accessibility with the need for focused work and clear organisational structure. By moving from an "always open" policy to a more structured approach, you can maintain approachability while also fostering independence, respecting the management hierarchy, and protecting the time needed for high-level leadership tasks.?

Remember, true leadership isn't about being constantly available; it's about creating an environment where your team can thrive, even when you're not there holding their hand. By setting clear boundaries and expectations, you empower your employees, strengthen your management team, and create a more resilient and productive organisation.

So, the next time you're tempted to prop that door open, remember Emma's cautionary tale. A little structure goes a long way in leadership. After all, you want to be known as the effective leader who gets things done, not the one with the impressive collection of office mugs from all those 'quick chats'.

If you’d like to know what you can do to change and be more effective and intentional in your leadership, get in touch.