What exactly is an open-door policy? And, is it conducive to workplace success? The concise answer is yes. It is especially true in the case of manufacturing settings, where employee health and safety are integral to success. This is why managers should follow the IOSH Managing Safely course to better understand the safety requirements.
The modern business world requires management and those in leadership positions to be aware of the ground realities of the workplace. They need to understand the issues that employees face. Moreover, employees too wish to work under leaders who actively listen to concerns and come up with effective solutions. Let’s dig deeper into the open-door policy requirement.
Discuss the core expectations of an open-door policy. Ensure that your leadership team is on board with the idea of a flexible environment where employees feel free to voice concerns. You need to nurture a culture of respect and transparency. Moreover, you can direct your managers to follow specific training to gain a better understanding of workplace issues. Give them incentives to follow specific training such as the IOSH Managing Safely online training course. Provide them with opportunities to learn active listening and empathy.
In simple terms, an open-door policy involves leadership in any organisation, leaving their office doors open to employees. It is a strategic approach calculated to encourage employees to have access to senior managers and address workplace concerns. An authentic open-door policy enables all employees to have contact with senior managers. A solid open-door policy breaks down accessibility barriers that are conventionally part and parcel of the chain of command. It creates a safe space where employees and those in leadership positions can talk about problems related to work, and come up with useful solutions.
Educating employees and managers about the purpose of the open-door policy is the first step towards success. Clear communication is a must in such cases. Set parameters of the policy and how it works at the onset. You can communicate the messages that if the door is open, employees are welcome to stop by to discuss issues. Alternatively, you can ask employees to find time on the managers’ calendars and set up appointments. The crucial step is to be transparent about the nature of the policy from the beginning. You could set specific office hours for open-door meetings. Train your managers to listen intently and understand the nature of the work involved. This way they can respond with purpose, and gain trust. For example, in manufacturing settings, managers could do special training such as signing up for health and safety training. You can try IOSH Managing Safely Course & Certificate Online.
In its essence, an open-door policy creates an environment that encourages clear and honest communication. Such an environment helps employees to become more forthcoming about work-related concerns. As the management becomes more aware of the attitudes and sentiments of the team, they can detect challenges early on.
Staying steadfastly in touch with what is happening on the main floor allows the management to run operations smoothly. If the managers are inaccessible, employees become wary of voicing their concerns. It leads to poor engagement and problems slipping through to become daunting challenges. An authentic open-door policy promotes active engagement at all levels of the organisation. It ultimately creates a healthy and productive workplace.
In a more conventional workplace, the strict chain of command tends to prevent the free flow of ideas. This type of system can create a rift between the management and even prevent necessary information from reaching the leadership. Moreover, employees will feel unheard and unimportant in such an environment – preventing new ideas and potential innovation. The solution is an open-door culture. As the open-door policy makes workers feel heard, they will volunteer information and ideas for problem-solving. Management will be able to keep their pulse on the day-to-day operations. Employees are responsible for operations, and they understand the problems better than anyone else, which means that they can offer better insights.
This is how you use the open-door policy to gather information quickly and gain access to unique ideas.
The modern corporate world differs from the authoritarian business world of decades ago. Today, the business environment needs managers who can relate on a humane level with employees to become aware of the overall picture. Otherwise, productivity could dwindle, and operations may not go smoothly. This is why an open-door policy is useful.
When you keep the doors of leadership open, both literally and figuratively, you cultivate an open, transparent culture. It shatters the walls of superiority and makes people feel that their voices matter. An open-door policy provides multiple benefits. Managers get to know employees better and therefore can resolve issues more effectively. Employees feel respected and valued, leading to genuine work improvement. This is useful in lowering employee turnover.
An open-door policy will only work if all the parties involved, particularly the management, are honestly interested in it. For example, if a senior manager tries to undermine the value of more immediate managers and tries to micromanage, the workplace could become toxic. An open-door policy can backfire if it circumvents the relationship between employees and immediate managers. The golden rule to remember when establishing an open-door policy is that it should create a safe space for open communication and not a toxic one where lines of communication get disrupted. Remember that while the free flow of ideas and information is good, problem-solving should occur when possible with the managers closest to the job.