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It came up a lot in terms of how people
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thought about these questions. They um
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you know they might be very comfortable
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uh connecting with peers but then very
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uncomfortable connecting across levels.
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And one of the funniest things to me was
00:00:16
when we would talk to people about this
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a lot of times they would equate
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connecting with somebody on you know
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connecting with a boss on something like
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Facebook or Instagram as as equivalent
00:00:26
to connecting with their mother. Right?
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It was sort of the same horror that some
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that they would they would express as
00:00:34
they talked about those relationships.
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All right. So then how should both
00:00:40
companies and the employees think about
00:00:43
that process because there are some
00:00:45
dynamics that probably could get a
00:00:47
little tricky along the way. Absolutely.
00:00:50
I mean, I think that um a lot of
00:00:53
companies, for example, have social
00:00:55
media policies
00:00:57
um and it's not necessarily who you're
00:00:59
connecting with typically, but more uh
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what you are posting or you know, you
00:01:05
know, are you allowed to post stuff
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about work or about people at work or
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sometimes it is about who you're allowed
00:01:11
to connect with, right? So that there's
00:01:12
no conflicts of interest. Um, and so
00:01:15
there are policies that some
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organizations have, but what I would
00:01:21
also say is that connecting on social
00:01:23
media is also a way of just, you know,
00:01:26
especially throughout the last couple of
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years where we've engaged in more remote
00:01:30
work, more hybrid work. It's also an
00:01:32
opportunity to know what's going on in
00:01:34
people's lives, right? So just banning
00:01:36
it entirely may not be the right
00:01:39
approach. One has to think about
00:01:42
judiciously how do how how do you who do
00:01:45
you connect with and what do you
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disclose to them and you know what is
00:01:52
that relationship that you're willing to
00:01:55
cross that boundary so that you're
00:01:56
willing to blur the line between
00:01:59
professional and personal. Well, one of
00:02:01
the things I found interesting is that
00:02:03
you also talk about this element of
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self-disclosure and the fact that that
00:02:08
can kind of ease and better the
00:02:11
opportunity to have a relationship or a
00:02:14
friendship outside of the office when
00:02:16
somebody is maybe talking about their
00:02:18
kids or talking about the traffic or you
00:02:21
know some component outside of what
00:02:23
would normally be discussed in terms of
00:02:25
the business. Absolutely. I think that
00:02:28
one of the things that we found in the
00:02:30
study is that people will be much more
00:02:33
comfortable connecting to other people
00:02:35
who disclose personal information,
00:02:37
right? And it doesn't have to be deeply
00:02:40
intimate personal information, right? By
00:02:42
the way, cute dog pics are a are a very
00:02:45
very hot commodity. And you know, if you
00:02:48
have a cute dog and you want to post
00:02:50
pictures of them, that's a that's a a
00:02:53
very good strategy. Um because people
00:02:56
always love them and they feel like they
00:02:57
know you and they they feel connected to
00:02:59
you and they it gives them a sense of
00:03:01
warmth that you're displaying. Um and a
00:03:05
feeling that they they know something
00:03:06
about you that's important and that's
00:03:08
you know not fake, you know, or surface
00:03:11
level. And so that personal disclosure
00:03:14
really helps to create a bond between
00:03:17
you and your fellow co-workers. Thank
00:03:20
you for listening to the Ripple Effect.
00:03:22
We hope you found this episode
00:03:23
informative and engaging. Don't forget
00:03:25
to subscribe and leave us a review so
00:03:28
that we can continue to bring you the
00:03:30
best insight from the Warden School.
