The BBC hit series The Traitors once again captured audiences’ attention with its captivating blend of deception, group psychology and group dynamics. The drama of the reality show has me enthralled, but I’ve also been prompted to reflect on my own workplace experiences.
We’ll examine how the gossip, cliques and herd mentality depicted in The Traitors could manifest themselves in the workplace and give suggestions for how HR professionals might address these issues.
Herd mentality is the convergence of three factors: fear, cognitive ease and trust in majority.
The power of herd Mentality
We’ve all seen contestants conform easily to the majority opinion to avoid being isolated. Kas, the Doctor, was a clear example. He felt more and more excluded and ostracised as the contestants joined the Traitor accusation bandwagon.
This dynamic is familiar to me from teams with which I’ve worked, where one dominant perspective can obscure individual concerns or innovative thoughts.
Three key factors combine to create herd mentality: fear of being isolated, cognitive ease and faith in the majority. These factors can often be combined to silence dissenting views and suppress creative thinking.
We can change these dynamics by encouraging dialogue and challenging assumptions.
Fear of isolation
The fear of being isolated is a major factor in our desire to fit in. I’ve seen colleagues keep their mouths shut in meetings for fear of being judged or standing out. This fear can cause us to avoid challenging norms and suppressing ideas.
When we let this anxiety govern our behavior, I am concerned that we will weaken the innovation. Hidden insights can be very valuable. Over time, we become more conservative and less bold in our collaboration. We must create a psychological safe environment and let people understand that our voice is welcomed.
Cognitive ease
Cognitive ease is the comfort we feel when processing information that feels familiar to us or that aligns with existing beliefs. This is what I experience when I gravitate towards opinions that are similar to my assumptions.
This mental shortcut can lead to confirmation bias. (We see this happen in The Traitors time and time again!) This type of bias causes us to ignore complex or nuanced ideas and instead choose simpler ones which reinforce our current viewpoint. Encourage open-mindedness, curiosity and a willingness to learn to counteract this bias. This will allow us to try new things rather than relying on what we feel comfortable with.
Trust the majority
The tendency to trust the majority is a reflection of our tendency that we believe if many people agree on a particular view, it must be true. How many times have we seen faithfuls vote to expel the person most attacked because they don’t know (or lack the confidence to speak out) and just follow the majority on The Traitors? This groupthink consensus can lead people to make questionable decisions.
Consensus can be useful, but relying on it blindly can undermine real criticism. We may miss flaws or opportunities to improve a plan if everyone is too quick to agree. It is important to create a culture where everyone respects the collective voice, but also values those who challenge the norm.
If cliques are not addressed, they can lead to bullying and harm both the individual as well as team culture.
The dangers of workplace cliques
The Traitors is always an extreme example of cliques. Freddie has identified Tyler, Livi Leon and Leanne as the most prominent clique in the current season. This quickly changes, however, as contestants are banished or killed.
Cliques in the workplace can have a similar impact. I’ve seen how a small group of colleagues can bond over common interests, but inadvertently exclude other people and discourage new perspectives.
This subtle exclusion may limit diversity, alienate people who don’t feel welcome, and hinder collaboration. Unchecked cliques can lead to bullying and harm both the individual as well as team culture. We can break down cliques by encouraging’real-life’ social networks that are inclusive and by rotating team assignments.
The ripple effect of gossip
In The Traitors gossip is rife, and it can also spread damaging rumours in the workplace that undermine trust. I’ve encountered gossip that destroys relationships, damages reputations and escalates conflict that could be resolved by open and honest dialog.
According to studies, workplace gossip increases deviant behavior, decreases job satisfaction and contributes towards stress. One rumour could spread throughout an organization, causing confusion and division. Transparency is the best way to combat this, as we can address our concerns in an open manner rather than whispering.
HR’s role is to break the cycle of unhealthy culture
HR teams are crucial in combating these issues. We can stop the harmful dynamics of group dynamics if we promote genuine inclusion, open communications, and supportive leaders. Here are a few helpful strategies.
- Promote diverse collaborative efforts: Encourage team members to work with people from different departments or roles and reduce reliance on fixed circle.
- Develop robust anti-bullying policy: Make sure policies include exclusionary behaviors and gossip, and enforce them consistently.
- Encourage teamwork by offering structured activities: Give colleagues the opportunity to interact with others outside their normal social groups.
- Develop emotional Intelligence: Teach employees how to manage their own and others’ emotional triggers.
- Lead with example: Leaders and managers are expected to demonstrate respectful communication, and quickly address negative group patterns.
- Open channels of communication that are safe: Offer forums or anonymous feedback systems to allow people to voice their concerns without fear.
- Monitor the workplace culture. Use focus groups and surveys to identify potential issues and track progress.
The Traitors, by its nature, magnifies groupthink. It also highlights the fragility and lack of cohesion of the workplace. But I’m convinced that by addressing these pitfalls we can cultivate an office culture where innovation, collaboration, and individual voice flourish.
Diverse perspectives, open conversations and shared accountability are essential for successful organisations. We can create a productive, energising and inclusive workplace by promoting psychological safety.
