YES, The Word “Narrative” is a Dangerous Noun in the Workplace

Let’s all say it together “NAR-RA-TIVE”

Definition standards, a narrative is:

noun: “A spoken or written account of connected events; a story.”

We are accustomed to frequently hearing the word “Narrative” as a basis developed through the lens of a story or novel. Holistically, we understand that a narrative is a platform created through perception, depicted through a well-thought-out scenario to set up the positioning of a plot. We tend to use a blank canvas of how we want the reader to perceive certain characters within a story. That’s why drama and suspense captivate the human psyche; they trigger our dopamine. 

While we understand that narratives are good and healthy for a book. What is lacking is the understanding that all narratives are not created equal and that the differentiation between a book and the workplace is vastly different. Some individuals like to play an author by creating imaginary stories within the workplace. Call it bored out of their minds, drama-lead instigators, or simply just evil-intentioned folks. However you want to slice the cake, narrative creation within the workplace should be highly discouraged and rebuked.

People often fall short by overlooking the correlation between narrative creation and workplace conflict. They naively believe that such behavior simply does not exist. I would argue, based on facts, that individuals from a  quantifiable minority group are well aware that this duo does indeed exist. 

Narrative creations are born when one person within the workplace creates a story or depiction of another based on made-up or exaggerated scenarios. This can stem from a series of uncomfortable interactions this person has had with you. Unbeknownst to your awareness, they felt  threatened, intimidated, and misunderstood your actions, words, or presence. This is where our unconscious biases spectrum is broadening – often sparked by outward expressions of explicit and implicit bias, resulting in workplace harassment. Furthermore, the heightened danger of narrative creation lies in its impact on both career growth and reputation within a company. 

Unfortunately, the individual seeking to taint someone else’s work relationships and experiences may not fully comprehend the extent of the impact their behavior can have. And often, those impacted by these narratives are unaware of the damages caused by the spread of falsehood. This frequently leads to experiences of mistreatment and intermittent invalidation over a series of events. The truth of the matter is that false narratives can significantly contribute to  demotions, diminished  promotion opportunities, and even wrongful termination. 

So, how can you help mitigate workplace narrative creations?

Here are two tips – One for Management/Leadership, another for the Employee(s):

THE KEY – – > Knowing Your Audience

For Management/Leadership: 

It’s important to allocate time to understand and learn your team’s individual personalities and behaviors. Getting to know your team on a more intimate level or as close as possible is an pivotal part in being a great manager. To know your audience is to understand their characteristics.

How do we do this, you may ask?

Well, establish this organically to avoid intrusive or appearing pushy. Consider incorporating team icebreakers or fun activities like team ice cream days to foster a relaxed atmosphere. Embrace your inner child, or opt for a more straightforward approach by asking about their interests. Whatever approach you take, strive to be authentic, genuine, intentional and empathetic. 

These small gestures can help aid in getting to know your team individually. This way, if someone is deliberately undermining or crafting a narrative about them, you can better assess the accuracy of those statements. 

Please know this. Just as much as there is competition and backstabbing on your level, there is the same for your employees. 

For Employees (Peer x Peer or Peer x Manager): 

It’s also important to understand and learn your peers, manager(s), and team behaviors.

Racism, biases, and discrimination do live in the same realm of career levels as you do –  it’s not always something that only see when managing up or down the corporate spectrum. Sometimes it sits on the same level you and stares you straight in the eye – waiting to attack. Don’t be naive to believe that everyone within your workplace is a friend. Nor do you think that everyone you speak with understands your culture and personality. Oftentimes, this behavior comes from your manager and the insecurities they carry, which have nothing to do with you.

This is why we emphasize how important it is to allow others within the workplace to experience the true you – just in case your manager is the person who is trying to sabotage you. These types of scenarios happen more often than none, and it is important to know how to navigate through the workplace to ensure a narrative that has been created about you, quickly dies. 

Author: The Impartial Lab. (M. TIL)