What The White Lotus Can Teach Us About the Workplace
Everyone’s talking about The White Lotus again, and the hype is at fever pitch given its finale airs today — and while the memes and wild fan theories are fun, there’s actually something deeper going on under all that resort glam and awkward small talk.
Beneath the Aperol spritzes and infinity pools, The White Lotus gives us a pretty sharp look at human behaviour — power, identity, unspoken rules — all the things that show up in the workplace more often than we probably admit.
Here’s what we can take from it as managers:
Who Gets to Chill, and Who’s always ‘on’?
One of the most obvious contrasts in the show is between the guests and the staff — the people enjoying themselves, and the people making that possible. The staff are all smiles on the surface, even when things are falling apart behind the scenes.
Sound familiar?
We often see this dynamic play out in teams. Think of the front office and back office staff or the revenue generators in any business, and those that support them. No one can be successful in a team, without everyone in the team doing their job, Everyone has a role to play.
Are We Being Ourselves — or Just Playing a Part?
Every character in The White Lotus is putting on some kind of performance. The “relatable” CEO, the picture-perfect couple — it’s all a bit of an act.
Same goes at work, right?
How often are people dialling themselves down to fit in, or staying “on” all day to keep the peace? That’s a fast track to burnout or low engagement if we’re not careful.
Privilege, Power, and the Question of Belonging
The show dives into who has power and who doesn’t — and it’s often the same people getting heard, seen, and celebrated.
At work, that plays out in things like who gets considered for a new opportunity, who’s in the room when decisions are made. Are we opening doors for everyone, or just handing out the same keys to the same people?
What’s Not Being Said?
Half the tension in The White Lotus comes from what’s left unsaid — simmering resentment, quiet ambition, unspoken frustration. And eventually, it all explodes.
In our teams, what are we glossing over? Are there broken dynamics sitting behind polite emails and Slack emojis? And are we creating space to actually name and work through differences? Fostering a culture of feedback is critical!
Looks Great, But How Does It Feel?
Just like the resort in the show, some workplaces focus so much on vibes and perks that they forget the deeper stuff — like purpose, growth, development, and wellbeing.
Are we building cultures that feel good to be part of, not just good on a LinkedIn post?
So, Why Does It Matter?
Because workplace culture matters. The power dynamics, the need to belong, the roles we play — it’s all there in our everyday interactions.
If we want workplaces where people can actually thrive (and not just survive), we’ve got to be willing to look beneath the surface — even if it first gets a bit messy.
What is our advice to Managers?
Check who’s being heard — and who’s not.
Create space for real, honest conversations. Connection matters.
Be authentic — it sets the tone.
Don’t confuse “happy” with “safe.”
Remember: culture isn’t what’s on the wall, it’s what happens every day.
Want a thriving team culture? Don’t just smooth over the surface. Get curious about what’s underneath.
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