Mind Games: Meta's New Policies and Trump's Comeback Redefine Everybody's Psychology

Hello. This is an existential article. It looks to navigate as interesting and impartial a course as possible through stormy political waters. Its goal, to explain the psychological factors that will affect us all in the new Trumpian world ahead, whether in business or not.

Thus it is a little longer than usual. It contains more information, and it skates with more data over thinner ice, using meta as its leitmotif.  I have tried hard not to put my size 13 boots through frozen water but above all, I have tried to make this useful. I hope you find it so. A coffee might be a good companion. 

The coming of The Donald

Whatever views we hold about the upcoming presidency, Donald Trump has caused many a rethink. There are a myriad inchoate ideas out there, waiting to precipitate in whatever chemical bath the new political climate presents.

Mark this

This searing political crucible is psychologically fascinating. Little highlights the changing conditions better than Mark Zuckerberg's recent decisions to transform Meta as he changes from espousing Biden-esque ideals to adopting his new Trumpist approach. Zuckerberg having been left somewhat with his trousers down by that fast-acting gentlemen from Tesla.

This game of catch-up has sparked enough controversy and debate for most of us to realize that Zuckerberg's shifting stance on key issues is likely to have far-reaching consequences well beyond his own sizeable business.

Policy Changes and Their Impact

Zuckerberg has implemented major policy changes at Meta notably:

·       Termination of DEI programs

·       Relaxation of speech policies

·       Discontinuation of fact-checking initiatives

·       Increased visibility of political content

These changes signal a dramatic shift in Meta's approach to content moderation. This will seed a change in corporate culture, which may or may not align with the Chief Exec’s vision as Zuckerberg aligns himself with the new power on the throne. Diktat may come from the top, but culture, we should point out once more, is a bottom-up process,

The reasons given for this change are as follows:

1.       Increased focus on performance: Management is expected to reward high performers and create a more competitive work environment

2.       Streamlined hiring processes: Eliminating DEI considerations is viewed as simplifying recruitment procedures

3.       Expanded business opportunities: Replacing the emphasis on diverse suppliers with a focus on small and medium enterprises is argued to create new opportunities and greater competition

4.       Recharging the business through a focus on an "intense year" of technological advancements, particularly in AI and smart glasses.

5.       More open discourse: The relaxation of content moderation policies is argued to promote freer speech on Meta's platforms

Psychological impact

Rather than tears or trumpets as we look at this news, we will consider both. So, given the recent policy changes and workforce reductions, here are the key psychological effects we might predict. And we will start with the trumpets.

Hurrah for change

For employees who welcome Zuckerberg's proposed changes at Meta, there are positive psychological implications:

1. Increased sense of purpose: Some employees will feel more aligned with the company's new direction. If the new direction is as telegraphed, these colleagues may sense greater job satisfaction and higher levels of motivation.
2. Reduced cognitive dissonance: As conditions change, those colleagues who agree with the policy shifts are likely to experience less internal conflict between their own values and the values espoused at work and by the work they do, operating under the present conditions. This will lessen their levels of workplace stress
3. Perception of meritocracy: Some will view the focus on eliminating low performers as creating a more merit-based environment. This will boost the confidence of high achievers
4. Excitement for innovation: The emphasis on an "intense year" and technological advancements could energize employees interested in pushing the cutting-edge ever deeper.
5. Feeling of empowerment: The relaxation of content moderation policies may be perceived as promoting freer speech. Again, as with the population as a whole, this will aligning with some employees' values and a feeling of "our time has come."

It is important to note potential negative psychological impacts, even for those who welcome the changes:

Increased Stress and Anxiety

There will be employees who will experience heightened levels of stress and anxiety due to:

·       Job insecurity: The planned 5% workforce reduction creates an atmosphere of uncertainty

·       Performance pressure: The focus on eliminating "low performers" may lead to increased fear of job loss and heightened workplace stress

Tears and fears

A quick scan of the search engines and news outlets suggests that most Meta employees are feeling dispirited by the mooted changes implemented by the company (For one of many examples, just click here).

There is disappointment and anger over Meta's decision to eliminate its Diversity, Equity, and Inclusion (DEI) programmes, and over the introduction of looser content moderation policies.

These new policies allow users to associate LGBTQ+ identities with 'mental illness.' Policies described as "unacceptable" and "appalling" by employees. This has caused significant distress, particularly among LGBTQ+ staff.

Decreased Morale and Engagement

The internal division and polarized reactions to policy changes are likely to result in:

Cognitive Dissonance

Some employees may experience internal conflict due to a misalignment of personal ethics with company policies. This is no longer the company they thought they joined. This  can lead to psychological discomfort and increase stress, especially for those who previously felt aligned with Meta's values

 Increased Burnout Risk

The combination of policy changes and job insecurity may contribute to:

·       Emotional exhaustion: Constantly adapting to new policies and worrying about job security can be mentally draining

·       Depersonalization: Some employees may distance themselves emotionally from their work as a coping mechanism in a process known as 'going robot.'

Identity Threat

There will be employees, particularly those from marginalized groups who can expect:

·       A decreased sense of belonging: The policy changes may make some feel less welcome or valued in the workplace

• A decreased sense of safety: LGBTQ+ people, who can now be described as "mentally ill" may well be subject to increased feelings of vulnerability and discrimination

·       An increased level of vigilance: Employees may feel the need to constantly monitor their attitudes and behaviours at work. 'Fitting in' now has a different look, which could lead to mental fatigue and higher stress levels

Along with reduced job satisfaction and lowered motivation, these psychological impacts are likely to affect employee performance, retention, and overall workplace culture at Meta (e.g., Haslam, 2004). The company may well need to address these issues to maintain a healthy and productive work environment.

As a general point, Meta may find that increased polarization within its ranks as the suggested changes highlight existing social and political divisions. This could lead to heightened tension and potentially conflict in workplace interactions.

Broader Implications

Zuckerberg's pivot is salient enough to have wide-ranging effects beyond Meta:

1. Social Media Landscape: As the largest social media platform, Meta's policy changes may well influence industry-wide standards for content moderation.
2. Political Discourse: The relaxation of speech policies and increased visibility of political content may significantly alter online political discussions.
3. Misinformation Spread: The end of fact-checking programs could potentially lead to an increase in the spread of false or misleading information

Macho macho Mark

Zuckerberg's recent comments about needing "more masculine energy" in the workplace, coupled with these policy changes, underlines the apparent shift away from inclusion.  To be accurate, his argument is that we need, not more men, but more alpha behaviour; more ruthlessness, more focus, more aggression. We need leaders to drive businesses on in a 'masculine way.'

Feminist researchers Crompton and Jones (1984) argued the precise opposite. That we need “a more feminine workspace”. In a polar reflection of Zuckerberg, they didn’t mean that more women should hold more positions of power. Crompton and Jones meant that the perceived female traits of kindness, tolerance and care should predominate at work, especially at the top of the pyramid.

 For Crompton and Jones it would be Theresa May rather than Margaret Thatcher, Ronald Reagan rather than Donald Trump. Each side has its proponents.

 A New World in the Morning

In this article we have looked at:

• The multifaceted implications of Meta's policy shifts
• Psychological impacts on different employee and user groups
• Complex perspectives from various stakeholders
• Nuanced effects of organizational change

Meta is a rather large Petrie dish for what we can expect in the four years ahead (and who knows, maybe beyond). It may work, it may not. You may like it, you may not, but policy changes from the Board and the Oval Office will have broad implications beyond their immediate spheres. And radical shifts have been telegraphed.

So it is that in the febrile and likely, volatile, political climate ahead we need to be aware of the intricate relationship between policy, our own psychologies (individual and group), and the broader social dynamics. Good, bad or indifferent, we seem likely to experience at firsthand how definite decisions can profoundly impact human experiences and perceptions.

So good luck Mr Zuckerberg, good luck Mr President. Good luck to us all.

 Thanks for reading, If you want your business to thrive, regardless of who's in power, I'm here to help. C

References

Crompton, R. & Jones, G. (1984).  White collar proletariat: Deskilling and gender in clerical work.  London: Macmillan.

Haslam, S.A. (2004). Psychology in organizations: The social identity approach. London, Sage.