How to defy Dunbar’s Rule of 150 for organizational growth and employee management

In 2012, inspired by Malcolm Gladwell’s talk at the SHRM Conference and a revisit of The Tipping Point, we explored Dunbar’s Number and its impact on business growth. Today, as organizations scale rapidly—often remotely—this concept is more relevant than ever. Known as the Rule of 150, Dunbar’s Number suggests a cognitive limit of around 150 stable social relationships, a threshold that challenges growing companies. For HR teams, leaders, and managers, understanding this limit is key to maintaining employee performance and organizational cohesion.   This blog defines the Rule of 150, explores its business implications, highlights real-world applications, and offers actionable strategies to overcome its challenges. You’ll walk away with insights to defy the Rule of 150 and learn how emPerform can support your growth beyond this milestone.   

What is the Rule of 150? 

The Rule of 150, developed by British anthropologist Robin Dunbar, represents the “suggested cognitive limit to the number of people with whom one can maintain stable social relationships.” Beyond this number, approximately 150, maintaining group cohesion requires formalized rules, laws, and norms. It’s a tipping point where informal connections give way to structured systems, a shift that HR leaders must navigate as organizations expand.   

Meaning of Dunbar’s Number in Business 

Dunbar’s Number has profound implications for businesses, especially for employee performance management. As companies surpass 150 employees, team cohesion can erode, communication becomes hierarchical, and alignment with company goals weakens. For HR teams and managers, this breakdown directly affects organizational performance—disconnected employees are less engaged and productive. Smaller teams, staying under the 150 threshold, often excel in agility and unity, while larger organizations risk chaos without intentional strategies. Understanding Dunbar’s Number helps HR leaders address these challenges, ensuring employees remain connected to each other and the company’s mission as headcounts rise.   

Current Applications of the Rule of 150 in Real Life 

Some forward-thinking companies have harnessed Dunbar’s Number to boost performance:  Gore Associates: This high-tech firm caps each building at 150 employees, fostering tight-knit teams. The result? A powerhouse of efficiency and innovation.  Buffer: This remote-first company keeps teams small and decentralized, maintaining collaboration and culture despite global expansion.  Zappos: By organizing into smaller, autonomous units, Zappos preserves its innovative edge and employee engagement.  These examples demonstrate how the Rule of 150 can strategically enhance organizational performance.  

How to Overcome Dunbar’s Rule of 150: Strategies for HR Teams

HR leaders can defy the Rule of 150 by adopting strategies inspired by nature’s super-organisms—like ants—where millions function as one. Here’s how:  Communicate Constantly: Ants thrive on rapid, continuous communication. In business, HR must ensure transparent, cross-departmental updates using tools like Slack—though processes, not just tools, are key. Establish protocols for real-time feedback and alignment.  Foster Total Cooperation: Every ant has a role; every employee should too. Use goal management systems to align individual efforts with company objectives, ensuring total cooperation drives performance.  Clarify Goals for Performance: Employees need a clear purpose. Regularly communicate how their work fuels success and recognize contributions to maintain engagement.  Be Intrinsically Social: Ants prioritize communal success over individual gain. Promote a culture of unity through cross-functional projects and social events, strengthening relationships across teams.  These strategies transform growing organizations into high-performing “super-organisms,” where cohesion and performance thrive beyond 150 employees.   

How emPerform Can Help 

Dunbar’s Number underscores a truth: scaling past 150 employees demands deliberate effort to sustain cohesion and performance. For HR teams, leaders, and managers, this means prioritizing communication, cooperation, and goal clarity. Technology amplifies these efforts—emPerform provides a unified platform for goal management, performance tracking, and ongoing feedback. With features like employee recognition and real-time communication tools, emPerform helps growing companies stay aligned and engaged, regardless of size. Ready to defy the Rule of 150 and scale with confidence? Get in touch with emPerform to see how we can support your organization’s growth.