Nicknames at work are tricky. They can be a badge of belonging, a boost to morale—or a quiet, insidious way of stereotyping someone into a box they never chose.

Take Arjun, who I met when I was in the US. He had just joined a boutique investment bank as an IT Analyst, but a few weeks into the job, he came to me looking visibly irritated. “They’ve started calling me ‘India Tech Support,’” he said, frustration heavy in his voice. “Every time something stops working—laptops, projectors, the Xerox machine—they’re on me. It’s not just a joke. It’s like they’ve decided that because I’m Indian and in IT, I must be able to fix anything with a plug. I didn’t sign up for this.”

It wasn’t the extra tasks that bothered him the most. It was the nickname—a constant, unspoken reminder that his colleagues saw him as a walking stereotype, not as Arjun, the systems analyst.

Nicknames can do that. Even when they seem harmless, they carry weight.

Why nicknames aren’t always fun

And it’s not just personal. Research shows nicknames have ripple effects on workplace dynamics, especially when they cross the boss-employee line. A study by Zhe Zhang and Shuili Du in Harvard Business Review explored how nicknames affect perceptions of power. They asked participants to imagine a boss and employee with the nickname “Panda” (because they always wore black and white).

Here’s what they found:

• When a boss nicknamed an employee, it often came off as belittling, even if unintentional. Employees felt less respected and less safe speaking up.
• When employees nicknamed a boss, it had the opposite effect. They felt more connected, empowered, and supported.

The takeaway? Nicknames aren’t just fun and games – they’re tools of power. Who gives them, and how they’re used, can reinforce or disrupt hierarchy.

The hidden layers of nicknames

Nicknames also aren’t neutral across cultures or generations.

What feels like friendly banter in one culture may land as rude or overly familiar in another. For example, in some workplaces, addressing colleagues by nicknames signals camaraderie, while others see it as a lack of professionalism. Generational divides make this even murkier: Boomers might prefer formal names, while Gen Z thrives in a world of memes, tags, and shorthand.

In today’s global, multi-generational teams, the meaning of a nickname isn’t always obvious. It’s easy to step on toes without realizing it.

So, what’s the solution? Simple: ask. If you’re not sure whether someone is okay with a nickname, check in. “Do you prefer your full name or this nickname?” goes a long way. It’s not about being overly cautious; it’s about respect.

How leaders should approach nicknames

For managers, nicknames are a minefield. You want to foster camaraderie, but it’s just as easy to alienate your team. Here’s what works:

1. Embrace your nickname.

If your team gives you a good-natured name, own it. Research shows leaders with nicknames are seen as approachable and in touch with their team. It’s a subtle signal that says, “I’m one of you.”

2. Skip nicknames for employees.

No matter how harmless it seems, nicknaming employees puts them in a tough spot. They might not like it but feel powerless to say so—especially in hierarchical companies.

3. Call out derogatory names.

As a leader, it’s your job to ensure nicknames don’t cross the line. When a name is rooted in meanness or stereotyping, it doesn’t just hurt the individual – it poisons the team culture.

Nicknames carry meaning, even when we don’t intend them to. Be intentional about how they’re used in your workplace.

If you don’t like your nickname

What if you’re the one stuck with a name you don’t like? Here’s how you can reclaim your identity:

1. Set the tone early.

When you meet someone, let them know how you’d like to be addressed. “I actually go by [NAME],” is an easy way to correct mispronunciations or nip unwanted nicknames in the bud.

2. Be consistent.

Use your preferred name everywhere – emails, introductions, and meetings. Repetition helps people switch over.

3. Address it directly.

If a nickname persists, speak up. “I know it’s meant as a joke, but I’d really prefer if you just called me [NAME].” Most people will adjust if you give them the chance.

It’s not always easy, but the sooner you take control of the situation, the sooner you can shape how others see you.

When nicknames work

Not all nicknames are fraught with peril. Some companies embrace collective names as a way to build identity. Google employees are “Googlers,” new hires are “Nooglers,” and former employees are “Xooglers.” At Bain, they’re “Bainees.”

Such nicknames can be a way to foster a sense of belonging and community, while simultaneously reinforcing that the organization is different from other workplaces. Sometimes this branding is led by companies; other times, the name emerges organically from employees themselves and is then absorbed into the company culture.

The bottom line

Nicknames are never “just nicknames.” They’re shorthand for how we see and treat each other. At their best, they build connection. At their worst, they reinforce power imbalances, stereotypes, and exclusion.

For leaders, the lesson is simple: be intentional. Watch for how nicknames evolve on your team. Encourage the ones that foster belonging and stamp out the ones that don’t.

And if you’re lucky enough to earn a nickname you love, wear it with pride—it’s a rare privilege in the workplace.