It’s almost universally agreed: the biggest challenge of writing for executives is getting inside their heads. So that speech, shareholder letter, or employee announcement sounds like them and says what they want it to (only better, right?).

Fortunately, with backgrounds in journalism and journalism education, The Writers For Hire team applies almost surgical precision when it comes to interviewing C-suite and senior-level executives. Which means they’re in, out, and they don’t leave any scars: They quickly develop rapport and establish trust; get the information they need; and leave the executive feeling confident she’s been heard and understood.

Then they’ll take her thoughts and polish them into on-the-mark content – capturing her voice, reflecting her tone, cutting the clutter, and creating a message that comes across at the right level and resonates with the audience.

Executive Communications

Part of understanding your executive is knowing your business. Because our writers have worked in a variety of industries – and are among the most inquisitive people you’ll encounter – they’re equipped to learn your company and strategy in less time and with less effort on your part.


Executive Communications Services

Our writers understand the unique responsibilities and requirements of working with busy executives. They come prepared. They won’t waste anyone’s time. And they respect confidentiality.

What’s more, their experience with different people, projects, companies, and industries gives them the kind of insight that enables them to provide high-level communications counsel when necessary.

Our fail-safe process includes staffing every assignment with a writer and project manager/editor and incorporating methodical reviews and revisions. That’s your assurance of well-crafted, error-free content.

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Managing ‘Open Door’ Policies

By Tina M. Liljedahl

Tina Liljedahl is a marketing and business consultant who has over 10 years of experience in leadership development with an emphasis on improving communication in the workplace.

Open door policies are designed to increase communication by providing a safe and secure way for employees to voice concerns, resolve issues, and provide new ideas. In my work as a business consultant, I have specifically noticed the increase of this trend in industries that rely on creativity, such as software companies, marketing, and IT companies; as well as industries that pride themselves on a servant leadership atmosphere such as human resources companies and consulting firms.  According to Hewlett-Packard  (2015), their open door policy is “open communication in an environment of trust and mutual respect that creates a solid foundation for collaboration, growth, high performance and success across HP.”

However, in consulting with companies over the last 10 years, I have also discovered even companies with the best intending leadership can fall into three major traps of the open door policy: damaged trust, ill prepared management, and inefficient work days. Likewise, I have witnessed first hand companies that avoided these pitfalls by bringing a little more awareness, and clear communication to their strategy. As a result, they successfully implemented effective open door policies.

1. Damaged Trust

You want your employees to tell you if they have concerns or issues and share their ideas; that’s why the open door policy is so appealing. However, if an employee feels he or she isn’t taken seriously; it will not only damage his or her trust and behavioral integrity, that lack of trust will spread like cancer throughout your organization. Research shows that when there is a trust violation in the workplace that is left unresolved, it will create a downward negative effect on the overall morale of the company (Savolainen, Lopez-Fresno, & Ikonen, 2014).


Keep in mind employers who respond respectfully, and follow up with action will foster an environment of trust. Actively listening to the employee, providing him or her your full attention by shutting your door or stepping into a conference room, and putting email, cell phones, and work aside will show the employee you are taking the issue seriously.  Repeating the problem or idea back in your own words will ensure that you and your employee are on the same page and will reassure your employee that you do understand. Be sure to let employees know how you will be taking action, even if the action is to follow up in a day or so to make sure the employee is feeling better about an issue.  Then, follow up on your promises. Employers who do what they say they will do, when they said they will do it, have employees who will go to bat for them every time. That is because, as The Journal of Economic Behavior & Organization revealed, employees who trust their management actually exhibit higher levels of workplace performance (Brown, Gray, & McHardy, 2015).

2. Ill-Prepared Management

When employees are told they can come to management for anything, rest assured they will! Employees may not turn to human resources like they did before, or they may sidestep their direct manager and seek out someone higher up in the company.  So, everyone needs to be prepared.

Management that is ill prepared to handle the type of employee interaction they receive could lead to embarrassment for the employee and the manager, or even legal ramifications.  For example, an estimated 2 percent-5 percent of individuals in the United States are transgender, totaling between five and 12 million individuals (Hendrick, 2015).  With recent media attention on the subject, it is likely that businesses will experience a rise in the number of individuals who choose to openly live this lifestyle and have specific needs as it relates to gender identification, bathroom usage, and informing colleagues (Hendrick, 2015).


Open door policies really work best when department managers and the hierarchy of matrix organizations are working together.  Soft-skills and communication training, along with educating management on how and when to go to Human Resources with an issue, can aid management in side-stepping uncomfortable situations and avoiding legal actions.

Large firms may have a training and employee development team that works in the Human Resources department with the expertise on the best way to train management on issues such as cultural diversity, harassment policies in the workplace, and the basic state and federal laws

Of course, if your company does not have this type of resource readily available, I encourage you to seek out a Human Resources outsourcing company to train management on these issues.  It’s definitely an investment that could save the company in the future.

In addition to ensuring your management is trained properly, having your open door policy clearly and thoroughly documented and providing managers with a copy is a way to reinforce the expectations on how to respond to employees.

3. Open Door Policies Can Lead to Inefficiencies.

Because an open door policy’s very nature is to encourage communication and the ability for an employee to speak with management at anytime, it can lead to an unfocused and unproductive day for management (Yates, 2015). Open office work areas without doors leave managers especially vulnerable to unending daily interruptions (Yates, 2015).


Let’s be realistic, you hired your managers to complete a specific job and oversee the department, not act as on-going mediation service.  Deadlines and projects are still important and vital to their role, and a stressed-out manager will not be good at managing or as a sounding board for employees.

Managers are most successful in retaining productivity when they communicate clearly with their staff about their needs to get projects completed.  Managers can do this by sharing calendars and blocking off time that is to be uninterrupted, or having a cue they share with employees that means they are focused on a project (such as, “When I am wearing headphones, I am focused on project xyz”). They can emphasize and assure the staff they will be available to address basic concerns later at a specific time, making sure the employees know they can always be interrupted for emergencies.  This provides employees with the knowledge they need to allow managers to work without feeling like they are being dismissed.

Your employees will be receptive to the information and will genuinely understand your request. It’s recommended that communication with employees be handled in advance as much as possible and never directly after an employee’s request. This will diminish the chance the employee will feel as though their concerns are being dismissed.

With precaution, most open-door policy dangers can be avoided making the policy more beneficial than harmful. I have observed companies that reap the most benefits ensure their open-door policies are well documented, clear, communicated to everyone in the organization, and management is educated and prepared.

Email Marketing: Subject Lines that Snap!

What’s the most important part of an email message? Hint: It’s not the body copy.

In fact, it’s the subject line. Subject lines are important because of one simple reason: If they don’t compel your reader to actually click and open then email, then your email marketing campaign has failed.

Nowadays it seems like everyone’s inboxes are bursting at the seams – I get emails from my salon, my friends, my boss, any online store I’ve ever bought from, my university’s alumni association, etc., etc., etc.

So your email marketing campaign has some stiff competition: You’re competing against all of your target audience’s other emails for attention. The email marketing moguls, Constant Contact, say that you have exactly three seconds to grab someone’s attention: one second as they read the “From” line, and two seconds spent reading the “Subject” line.

That’s not a lot of time to catch someone’s eye. So first, let’s examine some of the finer points of what makes a good subject line. An attention-grabbing subject line:

• Is concise (the experts say to keep it around 30 to 40 characters, or 5-8 words)
• Creates a sense of urgency, a reason why people should open it right now: trigger words like “Today” or “Limited” can create that urgency
• Uses numbers to grab attention, like “Top 5 Ways to Save Money on Bank Fees”
• Are personal, using words like “our,” “your,” and “we”
• Is motivating and energetic: consider the difference between saying “OK Books Newsletter” and “$5 Off Any Purchase – Donate to our March Book Drive”

Now, there are a few telltale signs of very bad subject lines: These subject lines never even make it into an inbox because they’re picked up by the spam filter. Some of the most common spam filter triggers to be avoided in subject lines at all times are:

• Words like “Sale,” “Free,” and “Advertisement”
[email protected] punctuation or ALL CAPS

It’s not always easy to be interesting and cool and catchy and informative in such a short amount of space – especially when you know your reader only has 3 seconds to read the subject line. That’s why Constant Contact says to make the first 2 words of your subject line the most important. All of your creative effort should be focused mainly on those two words – and then it should draw your reader through the rest of the subject line.

For instance, say the first two words of your subject line are “Cooking Tips.” That’s not especially engaging, and I didn’t even bother to read the rest of your subject line. But imagine if the first words are “Tonight: Easy” – that’s already more interesting, so I might go along with the rest of the subject line – “Tonight: Easy Meals For Two Under $10.”

I might caution against expecting to get every email subject line correct every time. Throughout your email marketing campaign, you should take note of your subject lines and compare them with the open rates. It’s a tough job, but someone’s gotta do it.