Mediator and conflict specialist Jane Gunn explores how following the crowd stifles critical thinking and offers practical ways to challenge herd mentality
One of the most significant examples of herd mentality was the dot-com bubble, which led to a disastrous market crash. We know from ancient times that being part of a group or community contributed to our protection from predators and improved resource availability. It is estimated that it takes only 5% of individuals to influence 95% of a group, and in today’s modern world, with social influence and tech a dominant part of our lives, this has never been more evident. So where does herd mentality fit in the workplace?
Herd mentality leads to conformity, a lack of independent and critical thinking, and a failure to question authority, all of which affect decision-making. If we don’t speak up or question other people’s ideas and instead adopt a group identity and synchronise our own behaviours and thoughts, then every aspect of the workplace can be affected, including the bottom line. Sometimes we assume others are more informed and experienced than we are, and we grant them greater predictive power. Other times, we simply believe the majority must be correct.
When Does Herd Mentality in the Workplace Occur?
Herd mentality can be found in any industry, in any workplace. Herd mentality is often associated with a very dominant leader or a group of people whose colleagues are afraid to challenge, even when they know the chosen direction isn’t the right one. Leaders then often make decisions that serve their own interests. In these circumstances, we are often discouraged from questioning collective decisions.
Today, the sheer pace of information we are bombarded with leads many of us to conform to societal norms and narratives after subliminally, or otherwise, absorbing social media, trends, or dominant leadership messages.
Teams under pressure to keep up the pace can be vulnerable to herd mentality, where workers don’t have the time or space to interrupt the flow. When you hurry people to make decisions, it can narrow their perspective and limit their thinking space.
Particularly during times of uncertainty, when we feel unsafe and seek social cohesion, herd mentality can feel reassuring and provide a sense of belonging. Global and national instability and uncertainty are increasingly driving fear-based decisions and reducing the willingness to challenge poor behaviour.
Who Is Most Likely to Have Herd Mentality?
Individuals affected by trauma, and those who fear rejection, avoid risk and conflict, lack healthy boundaries or self-esteem, and struggle with judgment or criticism, are all more likely to follow the crowd. Those of us who have followed authority from early on are used to doing what we are told and are more likely to obey orders than challenge them.
Herd mentality provides social acceptance when we fear isolation and seek validation. This fuels FOMO (fear of missing out), leading many to follow trends unquestioningly, or to take the easiest route of acceptance and compliance.
Some jobs are more likely to require compliance and may discourage independent thinking and creativity, treating outliers as mavericks. For example, medicine is becoming more protocol-driven, and doctors are less likely to think independently, concerned about being sued. In the army, soldiers are told to follow orders. We are now asking AI to summarise documents that we need to give a summary of or verdict on, rather than reading them in full.
What Are the Effects of Herd Mentality on the Workplace?
Herd mentality can lead people to leave a business or profession when they feel constrained and unable to be creative, share their thoughts, or grow professionally. Dominant leaders may resort to manipulation and influence, creating a toxic culture when workers are forced to deliver or support a message even if they disagree with it. In this situation, resolving conflicts appropriately is difficult, which can lead to poor decision-making and a lack of critical thinking.
On the other hand, a herd mentality can be advantageous when quick or critical decisions must be made in a crisis.
How a Business Needs to Deal With Herd Mentality
- Recognise it and highlight it. Often, herd mentality is flagged by someone new to the organisation, with a fresh pair of eyes, who identifies this toxic group psychology. It may be difficult for those who are used to following the herd to acknowledge it consciously.
- Flexibility and good culture reduces the chance of a herd mentality. As far back as the 1980s, Ricardo Semler of Semco was making a name for himself with a shared, participative leadership model, in which workers could choose their own hours as long as they got the job done and even set their own salaries.
- Efficiency is important, but some decisions are better made over several sessions rather than being pushed through at speed. This gives people time to consider the question carefully. think deeply and differently, and be balanced for risk-taking.
- By setting decisions against agreed criteria, including group values (put them on a flipchart during important meetings), and having clear guidance, it is easier to make better decisions.
How Can Individuals Notice and Stop Their Herd Mentality?
- Be prepared to question the accepted narrative, look at the bigger picture, and go deeper with your questioning. Don’t follow the crowd, especially if the crowd is wrong.
- Uphold your principles and values, notice conflicts within yourself, and always test assumptions. Recognise attempts to manipulate and influence you. Deep dive into controversial topics or things that don’t sit quite right with you. At the end of the day, it’s up to you to make your own decisions. No one is coming to save you or solve your problems. Decide for yourself and trust your own mind and ability.
- Set your own goals. Have a bigger, longer-term picture.
- Choose independent analysis, critical thinking, and strategic planning.
- Stand up for who and what matters most, even if others have followed the pack. There will always be those who want to persuade you otherwise.
- Question whether you have considered all the relevant information to make the right decision, or are you cutting corners? Avoid quick fear-based decisions.
- Ensure that board or team papers are provided in advance so they can be fully considered. Research thoroughly and don’t rush, even if time is restricted. Ask for an extension if you need it to make the right decision.
