How to Overcome Tall Poppy Syndrome and Create a Culture of Inclusivity

As the CEO of Women of Influence+, I am proud to be a part of a community that celebrates the achievements of women and supports them as they strive for success. But, as we look to the future of work and the economy, I am also keenly aware of a cultural phenomenon that can threaten the progress we have made: Tall Poppy Syndrome.

What is Tall Poppy Syndrome and How Does it Hamper Inclusivity?

For those who are not familiar with the term, Tall Poppy Syndrome is used to describe what happens when people are attacked, resented, disliked, criticized, or cut down because of their achievements and/or success. Earlier this year, we released groundbreaking findings from The Tallest Poppy 2023 study. The first international research project of its kind, The Tallest Poppy uncovers the consequences of Tall Poppy Syndrome and the impact it has on women in the workplace worldwide.

According to the study’s findings, 86.8% of respondents experienced this phenomenon at work. The study heard from thousands of working women from all demographics and professions in 103 countries to determine how their mental health, well-being, engagement, and performance are affected by interactions with their clients, colleagues, and leaders surrounding their success and accomplishments.

The Tallest Poppy reveals that women who are successful are being bullied and belittled, challenged on their successes, and made to feel as though it’s not their place to take up so much space. The negative impact of this syndrome on our efforts to create a more fair and inclusive future economy should not be underestimated.

The Impact of Tall Poppy Syndrome on the Economy

As we navigate this new economic landscape, it is clear that we need to be mindful of the potential for Tall Poppy Syndrome to rear its head. Our data tells an eye-opening story about how Tall Poppy Syndrome negatively impacts ambitious, high-performing women, and what this means for organizations. The rise of the gig economy and the increasing popularity of remote work means that more people than ever before are competing for the same jobs and contracts, and this can create a sense of scarcity and insecurity that can fuel envy and resentment. This can lead to an unhealthy work culture where people feel the need to constantly prove themselves and compete with their colleagues rather than collaborate and work together.

According to the study, top talent affected by Tall Poppy Syndrome will burn out, check out, and ultimately leave their jobs. Organizations often talk about the “war for top talent” when instead, there should be a focus on retaining top talent. As a result of Tall Poppy Syndrome, high-performers are minimizing their skills and accomplishments — 60.5% of those who responded to our survey believe they will be penalized if they are perceived as ambitious at work. When ambitious workers find themselves in an environment where excelling is penalized, their productivity will be impacted, and they will have one foot out the door. This not only negatively impacts the individual, but the organization as well.

If Tall Poppy Syndrome is not addressed appropriately, it can foster a culture of mediocrity, where individuals are deterred from pursuing their aspirations or striving for excellence due to the fear of being scrutinized or excluded by their peers. Such an environment can stifle innovation and creativity, ultimately limiting the potential of individuals and organizations. 

The changing nature of leadership also plays a role in the prevalence of Tall Poppy Syndrome. Today’s leaders need to be more collaborative, empathetic, and vulnerable than ever before. They need to be able to build trust, inspire creativity, and empower others to take ownership of their work. This can be threatening to those who are used to a more hierarchical and authoritarian style of leadership.

How to Overcome Tall Poppy Syndrome

How can we overcome Tall Poppy Syndrome and create a more positive and inclusive economic future? Who better to look to for the solution than those experiencing the impacts of Tall Poppy Syndrome first-hand? When given the opportunity to weigh in about how organizations should be handling this, the responses came in loud and clear. Women are calling for change and accountability.

1. Raise awareness — this phenomenon has a name: Tall Poppy Syndrome.

When an employee reports feeling belittled or diminished at work, organizations must listen attentively. As one respondent emphasized, “It is crucial to listen to your employees.” They should name the issue, openly discuss it, and communicate why such behaviour is not tolerated. This approach not only affects individuals but also has an impact on teams, organizational success, and the overall company culture, as another respondent suggested.

2. Hold people accountable.

Paying lip service to reports of Tall Poppy Syndrome is a disservice to organizations’ top talent. Action should be real and impactful. “Stop talking and take action,” said a respondent. “Hold people accountable for their actions,” said another. “Recognize it. Recognize that women are treated differently when successful.”

3. Set a standard of transparency.

Transparency can be an effective solution to tackle Tall Poppy Syndrome in the workplace, whether it is about being open and clear about salaries, promotions, and equal standards for all employees. According to one respondent, “building a culture of transparency and trust” can go a long way toward addressing this issue.

4. Adopt zero tolerance.

No employee should be made to feel less than others because they are working hard. In some cases, respondents shared that they were told their accomplishments were making others “look bad.” Success is not something to be blamed and shamed. It is not something that should be downplayed, ignored, or attacked, either. “Don’t look the other way,” said one respondent. “Acknowledge it happens, create a clear understanding of what it is and how to identify it, and create a culture of zero tolerance.” This can aid in creating and fostering a culture of trust and belonging.

5. Invest in training for all employees and celebrate wins.

“Spend more time and money investing in women’s training programs, retention programs, and sponsorship (not just mentorship),” said one respondent. Respondents suggested emotional intelligence, communication, bias awareness, and psychological safety as topics that training should focus on. Make a practice of celebrating wins and acknowledging people the way they want to be acknowledged, and create a culture where it is safe and encouraged to succeed. “Normalize promoting qualified women into positions of power.” And, as one respondent said, “SUPPORT WOMEN.”

Creating a Culture of Excellence and Inclusivity

The Tallest Poppy study demonstrates that Tall Poppy Syndrome is an issue impacting women in the workplace across countries, organizations, industries, and sectors. No organization or individual is completely immune to it. During a time when women are burned out, stressed out, and fed up, organizations can no longer afford to drag their feet or turn the other way.

Addressing Tall Poppy Syndrome requires a commitment to creating a culture of excellence and inclusivity, where individuals are empowered to achieve their full potential and are celebrated for their successes. With this kind of culture in place, we can build a future economy that is equitable, innovative, and sustainable for all.

Creating this future economy requires rethinking how we define success and influence, and celebrating the achievements of others. Instead of being criticized or ridiculed, ambitious, high-achieving people can be encouraged to leverage their professional gains and subsequent influence for good, making a positive impact in their workplace and professional network. Instead of seeing successful people as threats or competitors, we should view them as potential collaborators and allies. By working together, we can leverage our collective strengths and talents to achieve more than we ever could alone.

We also need to create a culture of psychological safety, where individuals feel empowered to take risks, share ideas, and learn from failures without fear of criticism or ridicule. This can be achieved through leadership that prioritizes trust, respect, and empathy, as well as through policies and practices.

For more information, visit www.womenofinfluence.ca/tps to download The Tallest Poppy white paper or view the infographic.