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Friendly nicknames have been shown to strengthen social and romantic relationships. In the workplace, however, nicknames can be problematic, though a new study shows they can pack benefits.
In the study published in the Harvard Business Review, researchers from Ivey Business School and the University of New Hampshire surveyed over 1,100 U.S.-based adults about the use of nicknames within various scenarios in the workplace. In the study, nicknames were not shortened versions of names (such as “Matt” for Matthew or “Liz” for Elizabeth) but rather character trait monikers that reference an individual’s personality, such as “Neutron Jack” for General Electric’s Jack Welch or “Space Cowboy” for Elon Musk.
In the study, “Panda,” was offered as an example of a nickname for someone always wearing a black and white suit.
On the positive side, the study concluded managers and leaders should not discourage employees from calling them by their nicknames because it makes them seem personable and approachable. The researchers wrote, “Emboldening employees to use nicknames is a great way for managers to send the message that they see themselves as part of the team, creating a more equal and inclusive work environment.”
On the other hand, managers were encouraged to be cautious about calling subordinates nicknames. The researchers wrote, “Because professional relationships usually entail power disparities, nicknaming an employee can make a manager seem like they’re abusing their power, in turn making them appear less communally oriented and thus harming the team’s wellbeing.”
Still, nicknames for employees were found to be riskier in more hierarchical workplaces but can foster closeness and build camaraderie in less hierarchical settings. The researchers noted, “Alibaba, for instance, explicitly encourages its employees to use nicknames as part of its longstanding effort to maintain a flatter management structure.”
The researchers still advised managers in flatter organizations to “closely monitor the effects of nicknaming on key indicators of employee wellbeing, and adjust their policies accordingly.”
Past studies have also found benefits for executives using shorter names, such as Disney's Bob Iger, GE's Jack Welch, and FedEx's Fred Smith. One from the job search site The Ladders in 2013 found that senior leaders who went by shorter names in the workplace tended to earn more money, and another by LinkedIn from 2011 found a similar correlation between short names and success.
LinkedIn said for men, shortened nicknames “denote a sense of friendliness and openness.” At the time, the LinkedIn study found that successful women CEOs tended to use their full name “to project a more professional image.”