๐๐ ๐ฒ๐จ๐ฎ ๐ง๐๐๐ ๐ ๐ฉ๐จ๐ฅ๐ข๐๐ฒ ๐ญ๐จ ๐๐ ๐๐ฉ๐ฉ๐ซ๐จ๐๐๐ก๐๐๐ฅ๐ … ๐ฒ๐จ๐ฎ’๐ซ๐ ๐ง๐จ๐ญ
๐๐ฉ๐ฉ๐ซ๐จ๐๐๐ก๐๐๐ฅ๐ .
Plenty of managers proudly declare they have an open -door policy.
But access isnโt the issue. Approachability is.
Most people wonโt speak up just because the door is technically open.
Theyโll wait to be invited in, or theyโll stay silent.
Whether someone sits down the hall or works in another time zone,
having access doesnโt guarantee they feel safe speaking up.
What matters most is psychological safety. That means people can
speak honestly without fear of judgment, dismissal, or payback.
๐๐๐ซ๐๐๐ฉ๐ญ๐ฒ๐ฑ ๐๐จ๐ฎ๐ง๐ ๐ญ๐ก๐๐ญ ๐๐ ๐ฉ๐๐ซ๐๐๐ง๐ญ ๐จ๐ ๐ฉ๐๐จ๐ฉ๐ฅ๐ ๐๐จ๐งโ๐ญ ๐๐๐๐ฅ ๐ฌ๐๐๐
๐ฌ๐ฉ๐๐๐ค๐ข๐ง๐ ๐ฎ๐ฉ ๐๐ญ ๐ฐ๐จ๐ซ๐ค . Thatโs nearly one in three voices going
unheard. Not because they canโt speak, but because they donโt believe
itโs safe to.
๐๐ฏ๐๐ซ๐ฒ๐๐๐ฒ ๐๐จ๐ฏ๐๐ฌ :
Donโt just say your door is open. Go out and open conversations (on –
site, in chat, or over video).
Proactively ask: ” ๐๐ฉ๐๐ก โ๐ ๐ ๐๐๐๐ก๐ฉ๐๐๐ ๐ผ ๐๐๐โ๐ก ๐๐๐๐ค , ๐๐ข๐ก ๐ ๐ฉ๐๐ข๐๐ ?”
Use your 1:1s (please tell me you have those scheduled regularly) to
listen more than report. Theyโre not status updates. Theyโre connection
time.
๐๐ฎ๐ฅ๐ญ๐ฎ๐ซ๐ isnโt shaped by policies.
Itโs ๐ฌ๐ก๐๐ฉ๐๐ ๐๐ฒ ๐ฉ๐๐ญ๐ญ๐๐ซ๐ง๐ฌ ๐๐ง๐ ๐ก๐จ๐ฐ ๐๐จ๐ง๐ฌ๐ข๐ฌ๐ญ๐๐ง๐ญ๐ฅ๐ฒ ๐ฉ๐๐จ๐ฉ๐ฅ๐ ๐๐๐๐ฅ ๐ก๐๐๐ซ๐ .
๐๐ก๐๐ญ โ๐ฌ ๐จ๐ง๐ ๐ฐ๐๐ฒ ๐ฒ๐จ๐ฎ ๐ฌ๐ก๐จ๐ฐ ๐ฒ๐จ๐ฎ๐ซ ๐ญ๐๐๐ฆ ๐ฒ๐จ๐ฎโ๐ซ๐ ๐๐ฉ๐ฉ๐ซ๐จ๐๐๐ก๐๐๐ฅ๐ ,
๐ฐ๐ข๐ญ๐ก๐จ๐ฎ๐ญ ๐ฌ๐๐ฒ๐ข๐ง๐ ๐ฒ๐จ๐ฎ ๐๐ซ๐?