Is Your Door Always Open?

Do you have an ‘open door’ policy or is your door always open? Is this a formal company policy or your personal management style? As a manager, leaving your door open for staff to drop in with questions and queries or to chat through the latest project can be very beneficial. If you have a company open door policy, this can also work very well for improving overall communications. There are many positive aspects to having an open door policy but there are a few down sides which you would be wise to consider.

Do not expect that by having an open door this can supersede formal policies, such as whistle blowing or grievance. Formal policies are still required, but by having an open door, communication throughout the company will be improved. This may in turn, reduce the need for the more formal policies.

Does your open door policy mean that you are literally, open to all comers? Would you be happy for the shop floor staff as well as the most senior executive to drop in to see you? This will give you an opportunity to listen to lots of invaluable information and most staff welcome the opportunity to voice their opinions and be heard. There will be many occasions when having an open door will present you with some early warning signs that everything is not well and to give you an opportunity to nip problems in the bud.

However, being available can be very time consuming and a real drain on your time. There will be times when you have to close the door so that you can concentrate on that vital piece of work. This means that your time management has to be excellent to get the most out of these informal, contacts. The answer may be as simple as letting everyone know when you are available for anyone to ‘drop in’.

There is an argument that by having an open door policy, as commonly interpreted, this fails to build the ability of the line manager to solve problems close to where the problem occurs. Staff may get used to bypassing and raising problems or ideas with more senior managers, rather than discussing the matter with their line manager first. This reduces opportunities for developing problem solving skills and could be interpreted as undermining the role of the line manager. You can still be ‘open’ and improve the skills of your managers by listening to the problem raised by your staff and then referring it back to the manager to solve.

As a manager, you have to feel comfortable with an open door style, which may also mean an open mind, to listen attentively to the ideas and concerns of your staff. Most importantly, it gives your staff the confidence that you are there when they need you. Time well invested for both you and your staff.

If you would like to complete our survey on open door management policies, please go to Sapience 'Open Door' Survey. 10 quick questions for you to share your views. Results will be detailed in a future newsletter.

News & Comment

Swine Flu – what impact will this have on your business?

A potential increase in swine flu may see your employee numbers reduce by up to 50%. What plans do you have in place to cover the work of those that are missing and what would be the impact on your business? If you haven’t made contingency plans yet, then there is no time to lose.

Staff who are absent due to swine flu still need to comply with your absence reporting procedures. They will be eligible for Statutory Sick Pay where they meet the usual eligibility criteria.

Where any of your employees have to take time off to care for a dependent, they have the right to take a reasonable amount of time off work to do so. This would be unpaid time off.

Recruitment

The Financial Times recently included a feature on the problems and opportunities for businesses looking to hire workers during the recession.

"Smaller employers who would normally receive five to 10 applications for an advertised job vacancy can now expect 10 times that number”, says the Federation of Small Businesses.

Rising unemployment, currently standing at a 14-year high of 2.4m, means employers can also expect a good choice of high-quality candidates who, in better economic times, might not be available.

Redundancy fears for older workers

Older workers are suffering during the recession, with over-fifties increasingly likely to face redundancy and barriers to finding new work once unemployed, figures show.

A survey of 800 jobseekers aged over 50 by The Age and Employment Network (TAEN) found a sharp increase – 47 per cent compared with 32 per cent in autumn – in the numbers seeking work because of redundancy. There was also a rise (39 per cent from a previous 30 per cent) in the numbers who said they were “desperate” for work.

Perceptions of ageist barriers to work were also evident, with 72 per cent believing they are seen as too old to work compared with 63 per cent in the earlier period. The numbers who said they were sure they had been the victims of discrimination, either in the workplace or as a jobseeker, rose from 50 to 55 per cent.

Quote for September…

"Just as your car runs more smoothly and requires less energy to go faster and farther when the wheels are in perfect alignment, you perform better when your thoughts, and feelings, emotions, goals, and values are in balance" Brian Tracy

Sapience HR offers effective outsourced Human Resources and Personnel services and Consultancy so that companies have the right people and systems in place to achieve their business objectives.

© Sapience HR 2009