In most workplaces we want an understated Ugo or a low-profile Leanne to an overachieving Oliver.
When an worker is recognised for his or her excellent efficiency, achievement of objectives or promotion to a brand new place, their success is commonly trigger for criticism by colleagues relatively than celebration.
The phenomenon of “cutting down” those that would possibly present them up is known as tall poppy syndrome (TPS) and may injury a high-performing worker’s morale.
TPS relies on the analogy of taller poppies being lower right down to the identical top as the opposite vegetation in a subject to make sure a degree rising efficiency.
Tall poppies characterize these employees who rise above their colleagues by way of their efficiency. Cutting down the flowers symbolises these excessive performers being hacked again to the identical degree of others via private assaults, resentment and criticism, so that they not stand out.
Poppy cutters, or disgruntled colleagues, sharpen their shears and strike by making use of a number of rudimentary “pruning methods” to attain their objectives. These embrace making hostile or derogatory feedback about their goal, sabotaging their work and suggesting their success is likely to be attributable to causes aside from advantage.
An individual who falls sufferer to TPS would possibly hesitate to share concepts, cut back their efficiency ranges for worry of being shamed, downplay their achievements and shrink back from any recognition or celebration of their accomplishments.
When a number of excessive performers in a office are touched by TPS, the output and efficiency of an organisation might be impacted negatively.
Perhaps worse, the presence of TPS within the office can ripple throughout all workers in an organisation to create a tradition of mediocrity that limits innovation and creativity and results in a scarcity of development and improvement. Interestingly, whereas many hyperlink TPS completely with an Australian tradition that values the underdog and battler, the phenomenon seems in cultures proper around the globe.
The Japanese say both that “the nail that sticks up gets hammered down” or there’s a must “mow the lawn”. In England they discuss “beheading the tall poppies”. The French check with “cutting the heads that stick out” whereas in Germany it’s all a few “culture of envy”. The Portuguese say it’s about “cutting the wings of the best”.
TPS is largely pushed by a way of insecurity. People who aren’t excessive achievers or much less profitable can really feel threatened by one other’s accomplishments.
And it won’t come as a shock that girls usually tend to expertise TPS than males — notably those that are extremely profitable in historically male-dominated fields.
Those focused for his or her achievements within the office are suggested to keep away from taking the feedback or behaviours of jealous or resentful colleagues personally.
Identifying these actions as TPS will assist make understanding their predicament considerably simpler to work via.
As for these in control of our workplaces, reassuring workers that others’ accomplishments aren’t a menace is a vital strategy to stopping TPS from occurring within the first place.
Professor Gary Martin is chief government of the Australian Institute of Management WA
Source: www.perthnow.com.au
