Wharton Business Daily
Employees Who Aren't the First Choice Hire Feel Less Included
Oct 25, 2024
Samir Nurmohamed, an Associate Professor of Management at the Wharton School, dives into the often overlooked psychological effects on alternate-choice hires. He reveals how being a second choice can impact motivation and performance at work. The discussion highlights the importance of inclusive leadership and effective communication in making these employees feel accepted. Nurmohamed emphasizes the need for an inclusive atmosphere, where new hires’ ideas are valued, to break down social barriers and foster a sense of belonging.
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Quick takeaways
- Employees learning they were alternate-choice hires often feel less socially integrated, impacting their engagement and feedback-seeking behaviors.
- Inclusive leadership significantly benefits alternate-choice hires, fostering belonging and improving their social integration within work teams.
Deep dives
The Impact of Underdog Status
Employees who discover they were not the first choice for a job often experience a feeling of decreased social integration within their teams. While previous research on underdogs suggests that knowing you're not expected to succeed can drive motivation, this situation typically contributes to a sense of belongingness that negatively impacts their eagerness to engage with coworkers. As a result, these individuals may be less proactive in seeking feedback and making connections during their early days on the job. The initial reaction of feeling distanced from colleagues can hinder their ability to acclimate and contribute effectively to the workplace.
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