“My door is always open.” So why does nobody come?
Why Dutch-American cultural differences can prevent employees from speaking up and what leaders can do about it.
While preparing for a Dutch-American collaboration workshop, a Dutch CEO shared a frustration that many Dutch leaders in the US may recognize.
"I keep telling my American employees that my door is always open. If something is bothering them, they can just walk in. But nobody does. Why don't they take more initiative?"
She thought she was encouraging open communication. But her American employees may have interpreted her message differently.
And that misunderstanding can have real business consequences. Problems go unreported, valuable ideas remain unheard, and opportunities are missed.
Dutch vs. American Workplace Communication: Same Message, Different Interpretation
In the Netherlands, we're used to relatively flat hierarchies. Employees generally feel comfortable approaching senior leaders, asking critical questions, and challenging decisions.
In the US, hierarchy and reporting lines can play a more significant role.
An American employee might wonder:
Should I go directly to the CEO or speak to my manager first?
What kind of issues does she actually want me to bring up?
Could going directly to the CEO be seen as undermining my manager?
This doesn't mean American employees lack initiative. They may simply have different expectations about authority and appropriate professional behavior.
An Open-Door Policy Isn't Necessarily an Invitation
The CEO believes she's been clear. But she's communicated her availability, not her expectations.
Her employees know they can approach her. But do they know when they should?
And that's where cultural misunderstandings can affect business performance.
Why Don't American Employees Speak Up to Their Dutch Managers?
American employees may interpret leadership, hierarchy, and reporting lines differently from their Dutch managers.
An open-door policy doesn't necessarily clarify when employees should raise concerns, challenge decisions, or approach senior leadership.
Employees may hesitate not because they lack initiative, but because they're unsure what's expected of them.
Dutch leaders can encourage employees to speak up by making these expectations explicit.
How Can Dutch Leaders Encourage American Employees to Speak Up?
Instead of simply saying, "My door is always open," be specific:
"If you see a risk that could affect our customers or delay a project, I want you to raise it with your manager. If the issue remains unresolved, come directly to me. I'd rather hear about a potential problem early than find out when it's too late."
Clarify when employees should make decisions independently, involve their manager, or escalate an issue.
And just as importantly, demonstrate through your response that speaking up is genuinely welcomed. Employees need to see that raising concerns and questioning decisions leads to constructive conversations, not negative consequences.
The Bigger Lesson for Dutch Entrepreneurs in the US
As a Dutch entrepreneur doing business in the US, you may assume your intentions are obvious because everyone speaks English.
But speaking the same language doesn't mean sharing the same expectations.
An open door tells employees you're available. Clear expectations tell them when and why they should come in.
Improve Collaboration Between Your Dutch and American Teams
Do you recognize this scenario in your own organization? Are unspoken cultural expectations getting in the way of effective collaboration?
I help Dutch and American teams uncover these hidden misunderstandings, clarify expectations, and improve communication and collaboration.
Let's talk about how I can help your team work more effectively together.
Contact me to learn how to communicate more effectively, build trust faster, and achieve better results when working with Americans.
About me
Annette van der Feltz is the founder of Dutch American Connection and The American Culture Code. For more than 15 years, she has helped international professionals, leaders, and companies successfully navigate American business culture and build stronger relationships with U.S. clients, colleagues, investors, and partners.
Let’s talk.
Reply to this post or schedule a call to explore where your team may be leaving opportunities on the table.
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