If you are like most professionals, your company has an “open door” policy. This is one of the most commonly employed HR strategies to ensure individuals are not trapped under an ogre of a supervisor with no way to communicate their frustration.
Unfortunately, the strategy is often dysfunctional, and it can actually do more harm than good. Let’s put the “open door” policy under the microscope and see what makes it dangerous, then suggest an antidote that can help.
The Open door policy sounds so inherently right, few employees question it until they are embroiled in a problem and have to try to get the intended benefits.
It reminds me of an insurance policy. You think you are protected until you have a claim, then you find out what the fine print was all about.
Likewise many managers hide behind the open door as a kind of cure-all for organizational…
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