Purpose Informal communication plays a vital role in workplace functioning, yet research has largely overlooked how it shapes colleagues' perceptions of those who engage in it. This study addresses this gap by examining how the frequency and depth of informal conversations influence evaluations of the communicator and their perceived job performance. Design/methodology/approach Using a 2 × 2 experimental design, we test whether employees who frequently engage in informal conversations are perceived differently from those who do so less often and whether the content of these interactions – superficial or meaningful – affects these perceptions. Findings Employees who frequently engaged in informal conversations were perceived as more likable but less competent and were rated as less productive and diligent. Conversation content (superficial vs. meaningful) did not significantly affect these perceptions. Originality/value Unlike prior work that primarily examines how people communicate informally at work, this study focuses on how such communication is evaluated. It reveals a systematic bias: individuals who frequently engage in informal communication are seen as warmer but less competent. These insights underscore the need for organizations to recognize and manage perceptual biases so that informal communication is appropriately valued rather than misjudged.
Koch et al. (Thu,) studied this question.