Gabby Davis, a Solutions Consultant for Engagedly, said that an open-door HR policy "fosters engagement" with employees, contributing to a company's "innovation and productivity." Davis made this statement in a November 23 blog post.
"By adopting an open-door policy, organizations can strengthen their culture through increased collaboration, transparency, and trust," said Davis. "This approach not only motivates employees but also fosters engagement, driving innovation and productivity. Ultimately, it contributes to the overall success and growth of the company."
According to Davis' Engagedly blog post, companies thrive on trust, transparency, and open communication. An open-door policy is considered a key part of workplace culture. This approach creates a supportive environment where employees feel empowered to share ideas, voice concerns, and engage directly with leadership, regardless of hierarchy. Whether in a traditional or remote setting, open communication enhances collaboration, problem-solving, and overall job satisfaction. By removing barriers between employees and management, organizations can foster a culture of inclusion, ensuring every team member feels valued and heard. An effective open-door policy not only improves employee retention but also drives long-term success by promoting transparency.
At Amazon, which employs over 24,000 people in North Carolina, the company has an "open-door" policy encouraging staff to discuss suggestions or concerns with any management level, starting with immediate supervisors. According to their policy resource document: "We have an 'open door' policy, which means that you are welcome to discuss any suggestion, concern, or other feedback with any member of the company’s management."
Having HR actively present on the shop floor builds trust and facilitates real-time problem-solving according to HR Executive. This approach not only improves employee relations but also provides HR with firsthand insights into operational challenges leading to more effective policy development.
Union-management tensions can undermine open-door policies by fostering a culture of mistrust. Research from the University of Rhode Island in 2005 indicates that union contracts can create rigid frameworks that reduce the effectiveness of direct communication for handling disputes. This limits HR’s flexibility to address issues quickly and informally. Additionally, a union framework may discourage employees from fully accessing HR services as HR is often perceived as aligned with management reducing the effectiveness of direct communication channels.
Gabby Davis is identified as both a Solutions Consultant and the Lead Trainer for the U.S. Division of the Customer Experience Team at Engagedly.