Why Companies Should Welcome Quirky Newcomers

There's just something different about the new guy. You can't put your finger on it - maybe it's his offbeat sense of humor or his affinity for wearing plaid. Regardless of his reasons for standing out, he just does. And, because of that, everyone in the office tends to regard him with a mixture of reverence and fear. But, consider this: According to a recent study appearing in Personality and Social Psychology Bulletin, "socially distinct newcomers" (aka: quirky new employees) may be more valuable to your organization's success than you think.

Examining how diversity impacts success, Brigham Young University (BYU) researchers discovered that organizational teams make better decisions when they include social outsiders. To facilitate the study, the researchers grouped participants into several teams and asked each group to collectively solve a problem. The catch? Five minutes into each team's brainstorming session, a new member was added to the group. But, what's interesting is that teams with socially eccentric newcomers were more likely to solve the problem correctly than those without these individuals.

Why? According to Katie Liljenquist, PhD, assistant professor of organizational leadership at BYU's Marriot School of Management and coauthor of the study, the reasons are numerous. "One of the most-cited benefits of diversity is the infusion of raw ideas and perspectives," she says. "And while that very often is true, we found that the mere presence of a newcomer who is socially distinct can really shake up the group dynamic. That leads to discomfort, but also to a better process that ultimately yields superior outcomes."

However, bear in mind: Socially distinct doesn't always mean innovative. In fact, Liljenquist and her cohorts found that newbies didn't necessarily ask deeply probing questions or know more about the subject than their peers. No, she says - their presence alone changed the team dynamics. For instance, whenever members of the "in" crowd agreed with the eccentric newcomers, they went to great lengths to explain their viewpoints. After all, they didn't want to be grouped with the outsiders!

Practical Applications

One take-home message for this study is that organizations should embrace diversity and refuse to discount people simply because they're different. Plus, if every group consisted of likeminded individuals, offices would be rather bland! Think about it: What would NBC's "The Office" be like without the lovable, yet extremely quirky, Dwight Schrute?

I personally witnessed this trend play out at my last job. For two-and-a-half years, the editorial department consisted of me and three others. We were like a family: We ate lunch together; we spent every Friday afternoon together at happy hour; and we affirmed and supported one others' ideas at every meeting. But, then something happened to completely shake up our department and cause us to evaluate whether our processes were truly effective: We hired another team member.

And, this individual didn't just stand out slightly - he stuck out like a sore thumb! (Think: "Where's Waldo?"). He dressed differently than us, and he was a member of an entirely different generation. But, after he joined our editorial department, our meetings began to change. Suddenly, we began questioning one another's ideas and altering our traditional way of thinking. Even though he added a completely different element to the team, he brought a fresh perspective. And, it turned out to be just what we needed.

Up for Discussion

Do you have any quirky coworkers? If so, have you noticed that they add flair to the office and often spur others toward innovation? Please share your stories with the OfficeArrow community!