The BBC’s hit series The Traitors has once again captivated audiences with its thrilling blend of deception and group psychology. I have found myself enthralled by the reality show’s drama, but it has also made me reflect on the parallels between its extreme scenarios and my own experiences in the workplace.
Here, we’ll explore how the cliques, gossip, and herd mentality portrayed in The Traitors can manifest in the workplace, and offer suggestions on how HR professionals can address these issues.
Herd mentality is a convergence of three key factors: fear of isolation, cognitive ease, and trust in the majority.
The power of herd mentality
When watching the show, we’ve all seen how contestants easily conform to majority opinions to avoid isolation. A clear example of such isolation was seen with Kas, the doctor, earlier on in the series. He felt increasingly ostracised and excluded as contestants jumped on the Traitor-accusation bandwagon to the extent that he’d walk into a room and instantly feel a frosty atmosphere.
This dynamic is eerily familiar in teams I have worked with, where a single dominant perspective can overshadow individual concerns or innovative ideas.
Herd mentality is a convergence of three key factors: fear of isolation, cognitive ease, and trust in the majority. These factors often combine to silence dissenting opinions and stifle creative thinking.
Once we appreciate how these drivers work, we can disrupt them by encouraging dialogue, challenging assumptions, and fostering a culture where everyone feels confident to speak up.
Fear of isolation
Fear of isolation underpins much of our desire to “fit in.” I have seen colleagues remain silent in meetings because they worry about standing out or being judged. This fear can push us to suppress ideas and avoid challenging established norms.
My concern is that when we allow this anxiety to govern our behaviour, we weaken innovation. Valuable insights remain hidden and, over time, our environment becomes one of cautious conformity rather than bold collaboration. To overcome this tendency, we must create psychological safety, and let people know that our dissenting voice is welcome.
Cognitive ease
Cognitive ease describes the comfort of processing information that feels familiar or aligns with our existing beliefs. I recognise this in myself when gravitating towards opinions that match my own assumptions.
Unfortunately, this mental shortcut can make us fall foul of confirmation bias (which we see happen time and again in The Traitors!) This form of bias makes us overlook nuanced or complex ideas in favour of simpler ones that reinforce our current perspective. Encouraging open-mindedness and curiosity helps to counter this tendency, allowing us to embrace new approaches rather than defaulting to what feels safe.
Trust in the majority
Trust in the majority reflects our tendency to believe that if most people hold a certain view it must be correct. On The Traitors, how many times do we see faithfuls voting to banish the individual most under attack because they have no clue (or confidence to speak up) so just go with the majority? This deference to groupthink consensus can lead to questionable decisions.
Although consensus can be valuable, blind reliance on it can undermine genuine critique. When everyone agrees too readily, we may fail to spot flaws in a plan or miss opportunities for improvement. It is crucial to cultivate a culture that respects collective input but still values the lone voice that challenges the norm.
When cliques go unchecked, it can escalate into bullying, hurting both individuals and team culture.
The perils of workplace cliques
The Traitors always demonstrates extreme examples of cliques. In the current season, Freddie identified the prominent clique as Tyler, Livi, Leon, and Leanne. But of course this quickly changes as contestants get banished or murdered.
In our everyday workplace, cliques can be just as harmful in different ways. I have seen first-hand how a small circle of colleagues bond over shared interests yet inadvertently exclude others and discourage fresh perspectives.
This subtle exclusion can hinder collaboration, alienate those who feel unwelcome, and limit the diversity of thought. When cliques go unchecked, it can escalate into bullying, hurting both individuals and team culture. By encouraging inclusive ‘real life’ social networks and rotating team assignments, we can dissolve the barriers cliques create.
The ripple effect of gossip
Gossip runs amok in The Traitors, and in our workplaces it can spread damaging rumours that erode trust. I have encountered gossip that shatters relationships, undermines reputations, and escalates conflicts that could otherwise be resolved through open and honest dialogue.
Studies show that workplace gossip contributes to stress, lowers job satisfaction, and increases deviant behaviours. A single rumour can ripple through an organisation, sparking confusion and division. The best antidote is an environment of transparency, where we address concerns openly rather than resorting to whispers.
Breaking the cycle: HR’s role in fostering a healthy culture
HR teams play a pivotal role in tackling these issues. If we commit to promoting genuine inclusion, open communication, and supportive leadership, we can break the cycle of harmful group dynamics. Here are some helpful strategies:
- Promote diverse collaboration: Encourage teams to mix across departments or roles, reducing reliance on fixed circles.
- Create robust anti-bullying policies: Ensure policies cover exclusionary behaviours and gossip and enforce them consistently.
- Offer team-building activities: Provide structured opportunities for colleagues to connect beyond their usual social groups.
- Develop emotional intelligence: Educate employees to understand and manage emotional triggers in themselves and others.
- Lead by example: Expect leaders and managers to model respectful communication and address negative group patterns swiftly.
- Open safe communication channels: Provide forums or anonymous feedback systems where concerns are heard without fear.
- Monitor workplace culture: Use surveys and focus groups to spot potential issues early and assess progress over time.
Fostering a thriving community
Given the nature of the show, The Traitors magnifies groupthink and clique behaviour in a way that underscores the fragility of trust and cohesion. Yet I am convinced that by actively addressing these pitfalls, we can cultivate a workplace culture where collaboration, innovation, and individual voices flourish.
Successful organisations depend on diverse perspectives, honest conversations, and shared accountability. When we safeguard psychological safety and celebrate new ideas, we nurture an environment that is energising, inclusive, and productive – after all that’s the kind of workplace I want to be in, don’t you?
