Group membership fulfills a basic human need: the desire to belong. This sense of belonging helps us understand who we are and how we fit into the world. However, while being part of a group can foster cooperation and solidarity, it can also give rise to harmful dynamics such as prejudice and corruption.
That’s when we have to remain alert for the “Us” vs “Them” dynamic.
According to social identity theory (SIT), introduced by Henri Tajfel and John Turner in the 1970s, individuals derive a sense of self not only from their personal identity but also from their association with social groups—whether these are based on gender, ethnicity, or even work divisions.
This attachment often leads people to prioritize the success of their group, resulting in biased judgments. “We” are capable and virtuous, while “they” are incompetent or morally inferior. As this dynamic escalates, the gap between “us” and “them” widens, fostering division and hostility.
The Robbers Cave Experiment: A Classic Example
A key study illustrating the “us vs. them” phenomenon is the 1954 Robbers Cave Experiment. Social psychologist Muzafer Sherif and colleagues split a group of boys at a summer camp into two isolated groups: The Rattlers and The Eagles. Initially unaware of each other, the groups bonded internally. However, once informed about the rival group, things took a turn.
Through competitive games, the boys descended into hostility, engaging in name-calling, group segregation, and even singing derogatory songs. But when the researchers introduced challenges requiring cooperation between both groups, the tensions gradually eased, highlighting the power of collaborative problem-solving.
What Employees Can Do to Mitigate the “Us vs. Them” Mentality
While leadership plays a crucial role in fostering a collaborative environment, employees themselves have significant power to reduce the “us vs. them” mentality. Individual actions can contribute to building a more cohesive, inclusive workplace where collaboration thrives. Here’s what employees can do to help mitigate this mindset:
1. Build Relationships Across Teams
Don’t limit your interactions to just your own department or group. Make an effort to connect with colleagues from other teams. Whether it’s through informal conversations, cross-departmental projects, or socializing outside of work, building relationships can break down barriers and foster mutual understanding.
2. Challenge Your Own Assumptions
Be aware of any biases or assumptions you may have about other teams or departments. Ask yourself whether your perceptions are based on facts or merely stereotypes. Being mindful of this can help reduce judgment and foster more constructive dialogue.
3. Focus on Shared Goals
When disagreements arise between teams, try to steer the conversation back to the company’s broader goals. By reminding yourself and others that everyone is working toward the same objective, you can help shift the mindset from competition to collaboration.
4. Practice Empathy
Try to understand the pressures and challenges faced by other teams. By putting yourself in their shoes, you may realize that what seemed like negligence or incompetence was actually a result of external constraints. Empathy helps to bridge the gap between “us” and “them,” creating a more cooperative environment.
5. Communicate Openly and Respectfully
Clear and respectful communication is key to avoiding misunderstandings. When issues arise, approach the situation with a problem-solving attitude rather than pointing fingers. Open dialogue can help prevent conflicts from escalating into an “us vs. them” dynamic.
6. Be a Team Player, Not a Gatekeeper
If you have access to information or resources that could help another team, share it. Hoarding information or resources can foster resentment and deepen divides. When everyone has access to the tools they need to succeed, the organization as a whole thrives.
7. Celebrate Collective Success
When the company or a department achieves a major win, celebrate it as a collective victory. Acknowledging the contributions of different teams helps to reinforce the idea that success is a shared endeavor, not the result of one group outperforming another.
8. Volunteer for Cross-Departmental Projects
Take the initiative to get involved in projects that involve collaboration across multiple departments. This not only helps break down silos but also offers you the chance to gain a deeper understanding of how different parts of the organization function.
9. Offer Constructive Feedback
If you notice an “us vs. them” mentality starting to take root, offer feedback to your team or even to leadership. Sometimes, management may not be aware of the emerging divide, and your perspective could be the key to resolving it early on.
10. Be Inclusive
Make an effort to include others, especially those who might feel left out of decision-making processes or conversations. Inclusivity helps to dismantle cliques and prevents divisions between groups from growing.
Balancing Healthy Competition and Collaboration
While the “us vs. them” mentality can be toxic, it can also stimulate healthy workplace competition which can make the office an exciting and rewarding place to work.
Some of the benefits of healthy competition are greater innovation, increased motivation, higher rates of productivity, and a boost in employee engagement.
However, problems inevitably arise when the competition starts crossing the line from nurturing to toxic or the cohesiveness becomes so strong that you can’t unglue it. When healthy rivalry becomes bullying or people remain with the group because they fear reprisals, a leader should ease up on the us versus them mentality.
A skilled leader knows when to foster competition and when to rein in its negative effects. By carefully managing the balance between competition and collaboration, leaders can ensure a productive, cohesive, and innovative workplace where everyone feels like they belong—without falling into the traps of division and conflict.