In the 17th century, Galileo Galilei got into a dispute with the Catholic Church. He came up with the outrageous idea that the Earth wasn’t the center of the universe. As you might guess, his superiors weren’t too fond of that theory.
Technically, the Church had an “open-door policy.” You could present your ideas, express your opinions… as long as they aligned with the Church’s point of view. If not, you’d be facing a trial for heresy. And in Galileo’s case, his opinion wasn’t exactly popular.
The moral of the story? Just because a boss says they want to listen doesn’t mean they actually do. And if employees don’t believe they can speak openly without consequences, they’ll stay silent.
So, if you’re a leader wondering why no one is coming through your “always open” door, let’s figure out why—and how to fix it.
1. An Open Door Can Be a Trap
Managers love saying, “You can tell me anything.” But employees have learned that in practice, this usually means:
- Option A – They tell the truth, and it gets ignored.
- Option B – They tell the truth, and it doesn’t get ignored—because now everything they say is under scrutiny.
Just like Galileo, when those in power react badly to criticism, employees simply learn to stay quiet.
If no one is coming to you with problems, it’s not because there aren’t any. It’s because everyone has decided that staying silent is safer.
2. You Might Be More Intimidating Than You Think
The person who controls your paycheck, promotions, and overall career path is automatically intimidating.
No one will tell the boss there’s a problem if the boss has a tendency to “thank them for their input” in a tone that clearly suggests they should start updating their résumé.
A real open-door policy means employees not only have permission to speak but also know they won’t face any negative consequences for doing so.
3. People Talk Where They Feel Heard
Employees do talk. On WhatsApp, in the office—there are plenty of channels.
The problem is, if concerns are only raised in places where leaders aren’t listening, they’ll never be addressed. And when employees feel their voice doesn’t matter, they start sending passive-aggressive emails and quietly quitting their jobs.
What Can You Do?
The simplest solution? Actively ask for honest feedback.
Don’t wait for people to come to you. Set up regular meetings, anonymous surveys, or informal chats where you ask, “What could we be doing better?”—and actually listen to the answers.