![]() ![]() When confronted with a reader's dilemma that sounds exactly like the opening paragraph of this blog post, HR leader and Forbes columnist Liz Ryan shares this nugget: They say that the emotion most likely to follow intense dislike (even loathing) is boredom. Those anonymous reviews typically spill all the beans. TIP: Read the reviews of your next company on websites such as Glassdoor. If your "cons" column weighs heavier, then begin a new job search and find a friendlier workplace. The simplest option is to weigh your pros and cons and figure out whether it's worth the mental aggravation to come in every day and work in a pit of vipers. Make it clear you will not accept this behavior. File a formal complaint with HR stating just the facts. Talk to your manager, your department head, Human Resources, and so on. Report itīut if your plea falls on deaf ears, take it up the chain of command. This is often the most effective way to solve the problem. If you know who they are, have a simple talk with each person one-on-one, and explain that you want the behavior to stop. Once this undermining starts impeding your output, you should take concrete steps to alter the situation.įirst off, confront the people talking about you. So how does a top performer deal with being the target of resentment in the workplace? Or, what advice can we give to "tall poppies" and overachievers alike? Talk to your colleagues And its effects are detrimental to a person's psychological well-being and relationships at work. In short, it's an attack meant to slow you down and bring you back down to the attacker's level. It impacts the worker and their output in a significant manner. This behavior assumes that the above negative outcomes will occur.Īn article in the Journal of Personality and Social Psychology studying 1,087 recently unemployed respondents shows that those who experienced social undermining in the workplace reported having poorer mental health that manifested itself in feelings of irritation, anxiety, depression, and more.This behavior seeks to interfere with work relationships by influencing how coworkers or supervisors view the victim.It's done on purpose and with a negative goal in mind. That same study considers social undermining a form of workplace aggression and identifies three main distinguishing factors, namely: Someone intentionally giving you false information about a task you're doing so you miss a deadline.Someone purposely withholding information you need to do work.Someone competing with you in order to gain status or prominence over you.Someone badmouthing your work or reputation.There are many negative social consequences to excellent performance in the workplace.Ī study in the Journal of Organizational Behaviour defines social undermining as behavior intended to hinder a worker's success, reputation, and positive relationships over time. Whatever form it takes though, the results are the same: High-performing individuals sometimes have to endure negative backlash - even social undermining - from their peers because of their work ethic. In other countries, you're more likely to hear expressions such as the familiar, "Stop making the rest of us look bad." Somehow coworkers take any opportunity to undermine your achievements by knocking you down a peg with their comments or actions.Īnd you thought your colleagues were the best mates ever.Īustralians have an informal phrase to describe this phenomenon - tall poppy syndrome - the disparagement of someone who's risen to a level that's higher than the other poppies in the same field. As a result, your quotas and goals have been reached and decimated.īut then suddenly, you discover nasty rumors about you brown-nosing a supervisor or supposedly working your way up the ladder using unsavory tactics. ![]() Your tasks are done, your projects successful. You're at the top of your game in the office. It's probably happened to you more times than you'd care to remember.
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