Conspiracy theories: Why we align with them & how to manage them at work

Once we understand how many ingredients there can be to the conspiracy theory cocktail, we can begin to appreciate how tricky it is to bring someone in the workplace ‘round to reality’, or question whether we even should. Everyone is entitled to their views and beliefs, but if they breed mistrust, fuel anxiety, or otherwise create a toxic working environment, then they need to be checked. There is no one size fits all way of approaching this dilemma, but in preparation, we’ve noted some of the prevailing factors which may spawn a kooky view.

Factor 1: Personality

Josh Hart, associate professor of psychology at Union Collage found through research that people who are susceptible to believing conspiracy theories tend to be, “more suspicious, untrusting, eccentric, needing to feel special, with a tendency to regard the world as an inherently dangerous place. […] They are also more likely to detect meaningful patterns where they might not exist. People who are reluctant to believe in conspiracy theories tend to have the opposite qualities.”

If you know someone in the workplace who is the first to see a positive company update as smoke and mirrors, or is always talking over everyone in the team meeting, you might be seeing some of these personality traits in action. Conversely the colleagues who are humble in what they do, or always the first to offer to lend hand, are much less prone to buying into, or pitching, irregular ideas.

The person who is frequently venturing into another world altogether to ratify their explanations could be displaying characteristics of schizo-typal personality disorder, placing them in our typical view of a conspiracy theorist. While this stereotype is supported by many studies which suggest a link between conspiracy beliefs and delusional thinking, it’s not a prerequisite, as the wide adoption of various theories throughout history has shown.

The untrusting type

Honest, regular communication breeds confidence and trust at a time when it would be easy to fall into conspiracy theory rabbit holes that revel the opposite. Those who are vocal in their mistrust are a potential hazard in the workplace, as they can create a sense of unease among others and possibly even lead to a higher turnover of staff as a result. Creating an environment where everyone feels comfortable in raising concerns leaves less room for paranoia and rumour. If you don’t hear the “theory” from the originator, it won’t be long until you get the apparent scoop from someone else.

*** This article has been archived for your research. The original version from Human Resources Director can be found here ***