Written By Cari Borden

The “Open Door” Policy Is Just a Trap

(Unless You Know How to Walk Through It)

Ah, the legendary open-door policy, the HR poster child for transparency, psychological safety, and empowered communication.

Except… sometimes it feels more like a revolving door to retaliation, misunderstanding, or the silent treatment.

Let’s be honest: the door may be physically open, but emotionally? Procedurally? Politically? It’s often booby-trapped.

But here’s the good news, you can still walk through it. You just need to wear the right shoes and carry the right tools.

When the Door Feels More Like a Trapdoor

So you decided to be honest. Speak up. Share something uncomfortable but necessary.

What happens next?

You’re met with a long stare and an “I’ll take that under consideration”
You suddenly find yourself being micromanaged or… excluded
Or worst of all, nothing happens at all

Translation? That door wasn’t open for your truth it, was open for your compliance.

✅ What’s Usually Safe to Bring Through the Door

Want to navigate this policy without falling into corporate quicksand? Stick to these safer topics:

Professional growth goals, “I’d love to upskill in X…”
Process feedback with suggestions, “Could we try Y instead of Z?”
Clarification requests, “I want to make sure I’m aligned with expectations.”
Positive recognition of others, “I just wanted to highlight the great work John did…”

These signal that you’re a team player, not a troublemaker, sad, but true.

🛑 What to Journal & Document First

If your gut is screaming “this isn’t safe,” listen to it.

These topics deserve preparation, and evidence:

Patterns of micromanagement or excessive surveillance
Harassment, gaslighting, or bullying behaviors
Favoritism, retaliation, or exclusion
Repeated dismissal of concerns with no resolution

Your journal isn’t for drama, it’s your protection, your proof, your power.

🚪 How to Walk Through That Door (Without Falling Through)

💡 Stick to facts, not feelings
Even if you’re frustrated, lead with what’s observable. “I’ve noticed this pattern…” carries more weight than “I feel like…”

💡 Offer solutions
Don’t just report, suggest. “I’d like to propose…” shows leadership, not just critique.

💡 Document your visit
Send a follow-up email summarizing the discussion. This creates your own paper trail.

💡 Evaluate the reaction
Do you consistently leave these chats feeling worse? That’s data too.

🎯 Final Thought

An “open door” policy without psychological safety is just a cleverly disguised trap.
But you’re smarter than the trap.

You can speak up and protect yourself.
You can push for better and stay strategic.
You can choose what to say, and what to save for the journal or a trusted mentor.

🔁 Need help navigating leadership landmines like these?

📌 Follow the blog for more survival tips, power plays, and real-talk leadership advice.
And if you’re stuck in a workplace that says “we’re here for you” while quietly sabotaging your courage…

🔍 Find a coach who actually is. 💼 Visit my Fiverr page here.
👣 Let’s Walk through that door together.