What does the Sociometer Theory of Self-Esteem state?

You may think of self-esteem as a term that belongs exclusively in self-help books. You may even consider it a euphemism for arrogance. But actually, self-esteem has very important implications in the workplace – and what’s more, there’s a very helpful psychological theory of self-esteem, that we can actually use to our advantage.

This article will explore the Sociometer Theory of Self-Esteem, explaining its importance and relevance to both individuals and organizations. We’ll dive into what the theory suggests about self-esteem, why it’s important to understand this connection, and how to use this knowledge to benefit those around us, particularly in our workplace.

The Sociometer Model of Self-Esteem

In the year 2000, two smart psychologists – Mark Leary and Roy Baumeister – set out to develop a model for measuring and evaluating the way in which self-esteem plays a part in how a person behaves. Leary and his colleagues then revisited this topic in 2012, further attempting to gauge the degree to which people perceive that they are valued by others around them.

The result of their work is something called “The Sociometer Theory”, which proposes that self-esteem is actually a measure of how much we believe that we are valued by others. And there’s an important distinction between this model, and other models out there. Because according to some models, self-esteem is about how we feel about ourselves. But according to this model, self-esteem isn’t just an internal feeling – it is closely tied to our perception of how others view us, and can have a significant impact on the way we behave.

In simple terms, when we feel accepted and valued by others, our self-esteem rises. But when we sense rejection or disapproval, our self-esteem drops. This means that self-esteem serves as a social monitor, helping us adjust our behaviors to maintain positive relationships and social acceptance.

Why understanding the Sociometer Theory is crucial

If our self-esteem is directly linked to how valued we feel by others, it becomes clear why showing appreciation to those we work with is so important. When we recognize and affirm the contributions of our colleagues, we are effectively boosting their sociometer score leading to higher self-esteem – the benefits of which are significant.

You see, high self-esteem is associated with better mental health, greater resilience, and as a result, improved performance.

In a workplace setting, where teamwork and collaboration are key, understanding this can be the difference between building a culture of mutual respect and support, where everyone feels valued and motivated… and building a culture of shame, dishonesty and toxicity, where people feel they must do all they can to protect their personal interests – often at the cost of organisational success.

The benefits of high self-esteem: Why it’s worth the effort

High self-esteem brings numerous benefits that extend beyond just feeling good about oneself. For example:

– Better mental and physical health. Individuals with high self-esteem enjoy better mental and physical health, as they are more resilient to stress and less prone to anxiety and depression (Orth & Robins, 2014).

– Better social behavior. Those with high self-esteem are less likely to engage in antisocial behaviors, which contributes to healthier relationships and a more positive social environment (Trzesniewski et al., 2006).

– Better performance in the workplace. Moreover, high self-esteem is linked to improved performance, both in academic settings and the workplace (Baumeister et al., 2003).

When people believe in their abilities and feel valued, they are more likely to take on challenges, persevere through difficulties, and achieve their goals. In other words, high self-esteem is a valuable asset that benefits both the individual and the people around them. And that’s surely something you want in your workplace, right?

Drawbacks of low self-esteem: The hidden costs

Low self-esteem, on the other hand, can have serious consequences. People with low self-esteem are more likely to experience anxiety and loneliness, as they often fear rejection and struggle to form close relationships (Leary et al., 1995). This can lead to a cycle of negative thinking and social withdrawal, further diminishing their self-esteem.

Additionally, low self-esteem is associated with an increased vulnerability to substance abuse, as individuals may turn to drugs or alcohol to cope with their negative feelings (Sowislo & Orth, 2013). These behaviors not only harm the individual but can also have a ripple effect on their relationships and work performance.

So, not only should we be considering the positive impact of increased self-esteem, but we should also recognize the signs of low self-esteem. After all, if we address them early we can help prevent these negative outcomes.

Are there risks of high self-esteem?

While high self-esteem is generally beneficial, some may wonder if there’s a risk of having too much of it. For example, if you try to boost a person’s self-esteem too much, do you risk inflating their ego to the point of disaster?

Perhaps when you think of self-esteem, you imagine some of your more arrogant associates – or maybe even unpleasant individuals with a narcissistic personality disorder! Interestingly though, research suggests that high self-esteem is very different to narcissism, and that the two are not even related (Orth, 2015).

People with high self-esteem tend to have a positive self-view and are confident in their abilities. However, this confidence becomes problematic only when it leads to arrogance, entitlement, or a lack of empathy for others. For the vast majority of people, high self-esteem contributes to healthy, balanced self-perception and positive social interactions.

In other words, high self-esteem is a good thing, as long as it’s grounded in reality and not inflated by unhealthy traits.

Turning the sociometer dial: Building high self-esteem

If we accept that the Sociometer Theory of Self-Esteem holds water, then we must conclude that building self-esteem in the workplace is very important. And, given the importance of self-esteem, it’s crucial to focus on strategies that can help turn the sociometer dial in a positive direction.

Here are some practical ways to do this:

– Peer recognition. Encourage a culture of recognition where colleagues regularly acknowledge each other’s contributions. You can lead by example, or you can even be a bit more bold and call it out in your vision statement. “We believe in recognizing the hard work of our colleagues” is a simple affirmation that can have huge impact in your workplace.

– Employer brand. On the subject of vision statements, the importance of your employer brand cannot be understated. According to the research, a person’s pride in their role at work, has a direct impact on the way they feel they are perceived in their private life. For example, having a job they can be proud of helps them to draw self-esteem from their friends, their family and their community. Whereas having a job they are ashamed of does the opposite. So if you can ensure that your workplace has a good reputation as a moral, ethical, and high-value place to work, then you’re actually generating free self-esteem points even while employees are off the clock!

– Inclusive practices. Promote inclusivity and diversity, ensuring everyone feels they belong and are valued for their unique perspectives. This is an important part of turning the sociometer dial, because if people somehow perceive that they only get the right recognition if they belong to a particular ethnic, cultural or lifestyle group, you may end up with a workplace that is divided.

– Feedback and growth. Provide constructive feedback that focuses on growth and development, helping employees see their potential and build confidence.

We see these four points as key to leveraging the principles of the Sociometer Theory of Self-Esteem. You can remember it by the acronym “RIPE” – if you can help your employees feel Recognised, Included, Proud, and Excited for the future? You’re basically on the home stretch, and will find you build a happier and more productive workplace, powered by people who feel good about themselves and take pride in their work.

In conclusion…

The Sociometer Theory of Self-Esteem states that when we feel good about how other people view us, it can have a significant impact on the way we behave.

There’s a wealth of advice out there on boosting self-esteem, but this article has specifically focused on the sociometer theory and its application in the workplace. By understanding how self-esteem is influenced by social acceptance, you can take strategic steps to improve how people perceive themselves in relation to their job. This not only benefits the individual but also contributes to a healthier, more positive work environment where everyone can thrive.