Why Your Open Door Policy Isn't Working

Every leader wants employees to speak up—but if you constantly find yourself saying, "I wish someone had told me sooner," your open door policy may not be working the way you think. In this episode, Dr. Brianna Armstrong and Phoebe Valdez unpack why simply telling your team your door is always open isn't enough to create psychological safety. They explore the hidden power dynamics that make employees hesitate to speak honestly, why leaders often hear the truth only during exit interviews, and how great leaders intentionally create environments where feedback feels safe. You'll learn practical ways to move beyond passive accessibility and build a culture where your team feels comfortable sharing concerns, solving problems together, and helping your hospital continuously improve. In this episode, we discuss: Why open door policies often fail  The hidden power dynamics every leader needs to understand  How employees perform a "risk calculation" before speaking up  The difference between accessibility and psychological safety  Why exit interviews reveal what leaders should have known all along  Practical ways to invite honest feedback  How curiosity—not defensiveness—builds trust  Simple leadership habits that create healthier teams   Key Takeaways An open door policy doesn't automatically create trust.  Psychological safety must be intentionally built.  Employees often filter feedback because of the inherent power imbalance.  Leaders should actively seek feedback instead of waiting for it.  Anonymous surveys and regular one-on-ones provide safer opportunities for honesty.  Curiosity is more powerful than defensiveness.  The best cultures normalize disagreement and collaborative problem-solving.  Listening before solving strengthens relationships and often leads to better solutions.   Memorable Quotes "Just because the door is open doesn't mean people will walk through it." "People don't stay silent because they don't care. They stay silent because they're doing a risk calculation." "The information was always there. The environment wasn't." "Great hospitals don't avoid conflict. They get curious about it." "The quality of your leadership is hidden inside the feedback people are afraid to give." "Stop telling your team your door is open. Show them." Resources Mentioned ✅ Anonymous Culture Survey Template: https://docs.google.com/forms/d/1duOs1X1CmlLXlum74OLTnzuO2SOeyeJ2DIP4rCJNfMc/copy Call to Action If this episode challenged your thinking, send it to another leader who's trying to build a healthier workplace. Then try this with one team member this week: "What's one thing we could be doing better that you think I don't see?" Resist the urge to explain or solve the problem. Simply listen. Follow for more:  FB: ⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠  IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠  LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/