The term 'relational secrecy' refers to the practice of keeping certain aspects of one's personal life private from others. This can include anything from sharing sensitive information about oneself, such as one's sexual orientation or romantic status, to simply avoiding discussing certain topics altogether. While this type of behavior is often seen as normal and healthy, it has been shown to have negative consequences for team cohesion and psychological safety within organizations. When employees are forced to keep their relationships secret from coworkers, they may feel isolated and disconnected from their colleagues, which can lead to lower morale and decreased productivity.
Relational secrecy can create an atmosphere of fear and distrust among team members, wherein everyone feels like they need to watch what they say in order to avoid being judged or excluded. As a result, teams become less likely to share ideas or collaborate effectively. Moreover, when employees feel unsafe discussing personal issues at work, they are less likely to seek help or support from their peers if they need it.
Relational secrecy can have a significant impact on team dynamics and performance.
To better understand the effects of relational secrecy on team cohesion and psychological safety, we must first examine how these concepts relate to each other. Cohesiveness refers to the degree to which group members feel connected to one another and have a shared sense of purpose. Psychological safety describes the ability to take risks without fear of retribution or judgment. Both cohesion and safety are important factors that contribute to successful team functioning, as they allow members to trust one another and collaborate openly. When relational secrecy is present, however, these conditions may be difficult to achieve.
If someone keeps their relationship status hidden from coworkers, they may worry about how others will react if they were to find out. This can lead to self-censorship and hesitancy to participate in conversations, both of which undermine cohesion and safety within the group.
In addition to undermining cohesion and safety, relational secrecy can also have a number of practical implications for organizations.
It may make it more challenging to manage conflicts between team members who are dating or romantically involved.
It can create unequal power dynamics among those who know and those who don't, leading to resentment and mistrust.
Relational secrecy can also hinder communication and collaboration by making it harder for people to form strong bonds with one another. All of these factors can lead to decreased productivity, increased turnover, and reduced innovation within an organization.
So what can managers do to address the issue of relational secrecy? First and foremost, they should promote an environment where employees feel comfortable sharing personal information with one another. This means creating policies that encourage transparency and honesty, such as allowing partners to join company events or providing support services for LGBTQ+ employees.
Managers should model good behavior by being open themselves and avoiding gossip or judgmental attitudes toward those who choose not to disclose certain aspects of their lives. By taking these steps, organizations can create a culture of trust and respect where everyone feels safe to share their thoughts and experiences.
What are the effects of relational secrecy on team cohesion and psychological safety?
Relational secrecy refers to deliberately hiding information from other members of a group or team that is relevant to their work or personal relationships within the group (Hargie & Tourish, 2018). The effects of relational secrecy on team cohesion and psychological safety can be complex and multifaceted, but research suggests that it can have both positive and negative impacts.