Ann Arbor Times

According to a recent study from the University of Michigan, sharing personal information at work can have significant effects on employees' emotional well-being and energy levels. The research, published in the journal Emotion, indicates that the impact of self-disclosure depends on what is shared, the reasons behind sharing, and how colleagues respond.

Elizabeth Trinh, one of the lead authors and a doctoral candidate at the Ross School of Business, stated: “People spend a great deal of time talking with co-workers, yet we know surprisingly little about how these conversations affect their inner lives.” She added that workplace sharing could be a source of connection and energy but also has potential downsides.

The study utilized data from two large-scale experience sampling studies conducted in 2021 and 2023. These involved over 350 working adults in the United States and produced 26,324 data points. Participants reported on various aspects of their workplace conversations.

The findings showed that sharing positive personal information was linked to increased emotional well-being, higher work energy levels, stronger feelings of connection, and reduced rumination. However, not all motivations for sharing led to positive outcomes. Trinh noted: “Sharing to connect was consistently linked to better outcomes,” whereas venting often resulted in increased rumination and decreased well-being.

Listener responses were found to be crucial. When listeners responded appropriately—such as providing emotional support when needed—employees experienced improved mood and connection. Conversely, mismatched responses led to decreased well-being. Co-lead author Kathryn Schertz pointed out that such mismatches occurred about half the time.

The research also highlighted that sharing with co-workers rather than friends or family significantly boosted work-related energy and connection. These interactions were more common during in-office days, underscoring the importance of physical presence for meaningful exchanges at work.

Ethan Kross from U-M co-authored this study alongside Trinh and Schertz.