Open Door Policy for Managers: Why It Works

The Best Leaders Invite Feedback: Why an Open Door Policy for Managers Works
Time and again, employees tell us that the most effective new managers cultivate teams where open communication thrives — grounded in a culture of accountability, constructive conflict, and mutual respect. Our organizational culture surveys consistently reinforce this insight, showing that teams led by managers who embrace transparency and approachability perform at higher levels and report greater satisfaction.

Is an Open Door Policy for Managers Enough?

Simply unlocking your door and telling team members they’re welcome anytime is not enough. An open door policy alone rarely encourages employees to share ideas or voice concerns. The most effective new managers go further — actively fostering a culture of trust, approachability, and genuine engagement that makes their team feel heard and supported.

Three Ways to Foster an Open Environment
The most effective new managers build a team culture where feedback is not only welcomed but actively sought — and where it flows freely in both directions. Creating this environment requires more than setting expectations; managers must lead by example — soliciting feedback themselves and receiving it with a genuine mindset of learning and growth. Here are three practical strategies to embed into new manager development:

1. Be the First to Seek Feedback
   Show your team that you are committed to continuous growth as a new leader. Who better to evaluate your performance than the people you supervise? Ask for feedback — and receive it openly and graciously.

   Follow up periodically to see whether your actions are making a measurable difference. After six to nine months in your role, consider a formal 360-degree feedback process to gain deeper insights and guide your ongoing development.

2. Be Specific
   Asking for general feedback — like “Let me know how I’m doing as a manager” — rarely yields actionable insight. Focus instead on a particular skill or behavior you want to improve. For example, if you aim to run more effective weekly meetings, ask your team at the end of each session how the meeting could have been more efficient, whether the agenda was clear, and if everyone had a chance to contribute.

   Targeted questions like these turn feedback into concrete opportunities for growth.

3. Make It Safe
   Few team members will share their thoughts if they fear negative repercussions. Create an environment where new ideas and diverse perspectives are genuinely encouraged and valued. Adopt a brainstorming mindset — invite input, suspend judgment, and allow the group to explore all possibilities before evaluating them. When employees feel safe to speak up, innovation and collaboration naturally follow.

The Bottom Line
You’ll know you’re on the right track when your team speaks openly without fear of reprisal, has the information they need to succeed, trusts that their ideas are valued, and sees that their feedback is heard and acted upon.

To learn more about what the best managers do to create high performing teams, download The 6 Management Practices that Differentiate the Extraordinary from the Average

by Tristam Brown: CEO

Tristam Brown is an executive business consultant and organizational development expert with more than three decades of experience helping organizations accelerate performance, build high-impact teams, and turn strategy into execution. As CEO of LSA Global, he works with leaders to get and stay aligned™ through research-backed strategy, culture, and talent solutions that produce measurable, business-critical results. See full bio.