A Psychologist Explains The Cost Of ‘Tall Poppy Syndrome’ At Work
Do you feel your promotion sparks more whispers than applause? Research reveals how women’s success often comes at an unexpected cost due to the “Tall Poppy Syndrome.”
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Success is supposed to be something you celebrate. At the workplace, it’s most often measured on the basis of promotions, awards or recognition. This is how you realize that your hard work and ambition are finally paying off.
Yet, for many, reaching the top can come with an unexpected cost. Instead of being applauded, many people might face the silent wrath of those who resent their success, undermine them or make them feel socially excluded.
This phenomenon is known as the “Tall Poppy Syndrome” — where those who “grow taller” than others are cut down to size. This term was originally recognized in Australia and New Zealand and the phenomenon has been documented across workplaces worldwide.
It’s more than casual jealousy. Tall poppy syndrome penalizes those who stand out and stems from wanting to punish them for success instead of rewarding it, so that they stay “small.”
The ‘Tallest Poppy’ Report
While the phrase has been much discussed, a landmark study brought hard data to shed light on women’s lived experiences of being the “tallest poppy” into focus.
The Tallest Poppy report is an international research project led by Dr. Rumeet Billan in collaboration with Women of Influence+ and has become the largest study of its kind. It has collected stories from thousands of women professionals about being “cut down” at work.
The findings clearly showed that Tall Poppy Syndrome can affect anyone, but it impacts women in more profound and damaging ways.
Researchers surveyed over 4,700 respondents across 103 countries to examine how women’s mental health, well-being, engagement and workplace performance are affected by interactions with colleagues, clients and leaders in relation to their success and accomplishments.
The report highlights Tall Poppy Syndrome within a broader context of women’s inequities at work. These range from biased hiring practices and pay disparities to systemic barriers in advancement.
“I was told in a previous job by a former Chair of my department that my achievements and hard work made everyone else look bad,” one participant shared.
This report makes even more sense in the context of the Great Resignation — a period when countless women chose to leave the workforce.
For some, it was the struggle of juggling work and caregiving during the pandemic. Others mention exhaustion from being underpaid, overlooked or burnt out in workplaces that offered little flexibility. While many have returned or started returning to the workforce, the gap still remains. And this emphasizes that the need for structural change is greater than ever.
Who Is Doing The ‘Cutting Down’?
The findings from the study reveal just how deeply the Tall Poppy Syndrome shapes women’s experiences at work.
A significant proportion of women reported being “cut down” in their workplaces. Acts of being “cut down” ranged from behaviors like withholding information or downplaying their contributions to more overt forms of bullying and exclusion.
In terms of who is doing the “cutting,” the results show that it doesn’t just come from any one direction. Women described being diminished not only by their superiors but also by peers and sometimes even clients.
A 2011 study explored Tall Poppy Syndrome to understand how women in organizations respond to other women they view as more capable, successful or admirable.
The researchers conducted focus groups with 40 Caucasian women and analyzed the discussions using grounded research methodology. Results from the analysis showed that women often employed negative communication strategies when interacting with women they perceived as tall poppies.
These communication strategies include criticism, gossip or undermining behavior.
The study highlights how female workplace dynamics can be shaped by competitiveness and social comparison. This can sometimes result in unsupportive or harmful behavior toward high-achieving peers.
Consequently, many women are living the paradox of success. The more accomplished a woman is, the more likely she is to face these aggressions. So, instead of recognition, many high-achieving women describe being met with jealousy, belittling or social isolation. Success itself has become a psychological risk factor for many.
Workplaces all around the world are familiar with this dynamic. The costs of this are as much organizational as they are personal. On the surface, it may seem like only the well-being of women is being affected, but it can create a ripple effect of impacting performance and even retention.
“I was openly promised a promotion to the C-Suite and then later told I was too outwardly ambitious/excited for the opportunity, and not promoted. I’m completely checked out, embarrassed and looking for new jobs now,” another participant of the Tallest Poppy report mentions.
The Cost Of Being Cut Down
The Tallest Poppy report explores how the Tall Poppy Syndrome has profound consequences for women and the organizations they work in.
Women who were “cut down” reported that it directly affected their ability to perform at work. Many women mentioned disengaging from projects, holding back in meetings or even hiding their achievements in order to avoid backlash.
A 2018 study examined how an unhealthy workplace environment affects employee job productivity in seven private universities in Pakistan. This was measured through four dimensions: ostracism, incivility, harassment and bullying.
Researchers surveyed 300 staff members and found that all four toxic workplace dimensions had a direct negative impact on productivity, and job burnout further mediated this relationship. This means that damaging workplace behaviors reduce productivity directly as well as create emotional exhaustion that worsens the decline.
The study highlights the need for organizations to eliminate such practices in order to protect employee well-being and enhance overall performance. The Tallest Poppy report reinforces this finding.
Many women reported that sharing their experiences of being cut down did not lead to support. Instead, it often resulted in further isolation.
Other women reported being dismissed as overly sensitive. Some also mentioned fearing retaliation or damage to their reputation. This silence reinforced the cycle, which ultimately made it harder to address the problem openly.
Apart from career engagement, women also described lasting effects on their mental health as well as confidence. The reaction to this was dynamic, which for some meant withdrawing from opportunities and for others contributed to burnout and decisions to leave their jobs altogether.
Rethink Your Response To Other People’s Success
How you respond to a colleague’s milestone impacts your own sense of connection and belonging. Being consumed by negative emotions like envy or engaging in spiteful behavior does nobody any good. It only causes erosion of trust and isolation.
On the other hand, choosing to celebrate other people’s success can be a powerful remedy. When you genuinely appreciate someone else’s achievement, you’re also reinforcing the belief that people will be there for you when it’s your turn. Celebration simply signals abundance in your mindset, rather than scarcity.
In a 2022 study, researchers wanted to understand how celebrations such as birthdays, promotions, graduations and even smaller milestones actually contribute to well-being.
They proposed that celebrations allow people to experience a sense of perceived social support. Perceived social support refers to the belief that “others will be there for me when I need them.” This belief is important because it strengthens inner resilience and emotional security.
Researchers emphasized that whether you’re the one being celebrated or part of someone else’s celebration, the benefits still show up.
They also mentioned that celebrations, as well as feeling supported after celebrations, makes people more likely to help others and give back.
The takeaway is simple: that cutting others down can only breed isolation. Instead of seeing a colleague’s achievement as a threat, view it as proof that success is possible for everyone.
For women especially, this shift matters even more. Choosing to support and uplift each other is a powerful antidote. When women champion other women, they create a culture where everyone can stand tall together.
If you find yourself on the receiving end of being “cut down,” it is important to remember that someone else’s reaction to your success says more about their insecurities than your worth.
Instead of shrinking back, try to look for allies who will celebrate with you and appreciate them. Document your contributions so your achievements are visible and most importantly, protect your confidence by reframing others’ negativity as evidence that you are, in fact, doing something worth noticing.
At the end of the day, success should never feel like a liability. You rise higher when you allow space for others to shine. This way, you create a cycle of support where success is shared rather than feared.
Do you feel safe to shine at work? Take this science-backed test to find out if your workplace empowers you or shrinks you down: Psychological Safety Scale