Are there no secrets in society...?
Are there really “no secrets in society”? And in societies? This wisdom is based on our human, childish understanding that secrets are harmful, and it is also true for organizational life. But in the world of rapid communication, attempts to keep a secret usually fail. At some point, they are revealed. Whether it is personal or professional. Similar to the damage that is revealed at the wrong time (because there is no right time) to an individual, so it is to an organization. Organizational secrets have three main effects: 1. They limit communication in the organization 2. They create an atmosphere of distrust, 3. The missing information is replaced by rumors.
When you talk openly about an expected change, a new process, a new move, you lower the level of uncertainty. On the other hand, as long as the secret is kept, stories about what is about to happen will circulate that are more piquant than reality, full of imagination, and based on speculation instead of facts. Usually the story becomes colorful and more valuable than the truth, so it is easily spread. Not to mention the hours of gossip that are wasted…
In organizations that tend to keep secrets from employees, an atmosphere of mutual distrust usually develops. They don’t tell us, and we won’t be told. Which can lead to serious problems. Therefore, the impact of secrets is lasting, and affects communication throughout the organization.
“How to keep secrets from employees” is not a relevant question, because ultimately there are no secrets in the company. Therefore, it is better for the information to arrive in an organized manner.
Prof. Dan Ariely on secrets
Is it a good or bad secret? This is the first question that needs to be asked. If it is a good secret, such as impressive performance or a strong person who is coming to the company, it can be released. But if it is a bad secret, it is worth trying harder. And the second question that needs to be answered is what will happen when the secret is revealed? Will the reality seem more or less bad than the rumors that are circulating? But if the secret describes a reality that is more difficult than the rumor, it is worth being more careful.
Keeping secrets as a regular organizational practice creates an atmosphere of distrust. Since trust is important, I would try to keep as few secrets as possible in the company.
Has the era of transparency also brought the end of secrets in organizations? Probably not. Secrets in the workplace stem from human nature – secrets and lies are an inseparable part of human existence. They are part of internal organizational politics that include power relations and positive or negative interests. Therefore, the question arises whether it is really possible to keep secrets over time. Once, when the hierarchy was clear and present, secrets were kept over time. Even then, there were rumors, or as they used to call it in the army, “major rumor.” We humans are not that good at keeping secrets. It literally oozes out of our bodies. In hand gestures, in glances, in winks, more or less consciously.
The experiences of recent years have led to the internalization in companies that they must communicate quickly and proactively when secrets are revealed. Companies that have acted in this way have earned credit, or at least the absence of consumer hatred and revenge.
What is the fear...?
People with problematic behavior who are not treated even though everyone knows about it. Why is there an open and obvious secret, but a secret, because it is not treated and not said officially or publicly. Like Harvey Weinstein or Bill Cosby of Hollywood, Moshe Ivgi of Israel. The question is why? In organizations, the more familiar and well-known something becomes, the less and less we agree to take responsibility for it and say it. Because if everyone knows what I’m going to say. It’s a personal risk. That the management, someone will deal with it. But that doesn’t solve or raise the problem. It just requires going around it until it hurts you.
Even if there is something wrong with a certain process, a person will take responsibility for saying there is a problem if it is only their responsibility. But if there are other people, they will expect someone else to say it. Organizations can fall into such a policy. Instead of problems being solved or addressed in a timely manner, things are pushed aside, not talked about, sometimes suppressed until they explode. This is also true in the entire field of harassment and in general in mistakes and injustice. If fear silences us, we will keep it a secret.
7 reasons why you shouldn't keep secrets in organizations
- They damage trust between management and employees.
- They create rumors that are sometimes worse than reality itself.
- They serve as a bad model for transparency and openness, which is an important tool for organizational collaboration.
- It’s likely that not everyone will be able to keep the secret and then…
- Most people know how to speculate, make assumptions, and understand behaviors.
- People are often loyal to themselves first and foremost, and will seek to test and extract tension and uncertainty with the help of others.
- The media and the availability of communication, the price of exposure and accusations will lead to rapid discovery
What can be done in organizations?
Organizations that enable open and participatory discourse and use, for example, less hierarchical discourse circles. A process that creates the basic trust that we humans need to work together. Transparency and conduct in the field create the feeling that things can be talked about. Creates a significant change in teamwork and management work. Promotes a sense of belonging and commitment that each individual has to the place where they develop and make a living. Approaches that bring about egalitarian discourse and are attentive to the variety of existing voices allow for an expansion of the concept of leadership and taking responsibility. Participatory leadership implemented in communities, less in organizations, still allows for a change in this trend to a much more open and positive path.
