Your ‘Open-Door Policy’ Is a Joke—No One Believes You Care

Leaders love to say, “My door is always open.”

But let’s be honest—no one is walking in. And if they do, they’re not telling you what really matters.

Employees don’t believe your open-door policy because they don’t trust that speaking up is safe.

They’ve seen what happens to the last person who challenged leadership: they were ignored, sidelined, or labeled "difficult."

So let’s stop pretending. Your open-door policy is not the solution—it’s a cop-out.

Let me illustrate why this doesn't work with a real-life example

A few years ago, I worked with a company where the CEO prided himself on being approachable.

He told his staff, “If you ever have concerns, just come to me directly.”

Sounds great, right? Except no one ever did.

One day, an employee finally walked into his office with a real issue: a toxic manager was creating a culture of fear.

The CEO listened, nodded, and said he would "look into it." Months passed. Nothing changed.

The employee quit. And so did three others.

The CEO was shocked. “Why didn’t they tell me sooner?”

Because they already knew the truth: Nothing would happen.

Your team isn’t looking for a door to walk through. They’re looking for proof that their voice matters.

If You Really Care, Prove It

So, what does it look like when you actually show your team that you care?

It’s not just about being accessible—it’s about being active in your engagement with them.

Leaders who truly make a difference don’t wait for their team to come to them—they take the first step.

"Stop inviting feedback and start earning it."

Here’s what real leaders do instead of hiding behind an open-door policy:

Get out of your office. If you wait for employees to come to you, you’ve already lost. Walk the floor, join their meetings, and see what’s really going on.

?Ask better questions. Instead of “Any concerns?” try:

• What’s frustrating you most right now?
• What’s one thing you wish I knew?
• What’s holding you back from doing your best work? Then listen. Actually listen.

Act fast. When employees do share something, respond with action—not just words. If they see change, they’ll trust you. If they don’t, they’ll stay silent (or worse, they’ll leave).

Create real psychological safety. Employees won’t be honest if they think speaking up will cost them. Make it clear—through your actions—that you value honesty more than hierarchy.

This will prove you are leading with actions not just words.

To really understand if your leadership is working,

Ask yourself these key questions:

• Would your team still come to you if you weren't physically there, or even available in an "open-door" sense?
• Do people see you as a resource when they need advice or guidance? Someone who actively listens and responds with action?
• Or would they just move on to someone else, because they don’t feel seen or heard?

If your answers make you uncomfortable, it’s time to reevaluate your leadership approach.

You don’t need an open door to be a great leader.?

What you need is:??

• An open mind and an open heart.?
• Be present with your team.?
• Show them that you care by keeping your door open and stepping out of your office into their world.

Leadership is about connection, not convenience. You need to engage your team in meaningful ways that show you’re genuinely invested in their success.?

The Growth Huddle Team

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