The Syndrome Of High Exposure At Work, A Very Common Reality

Many call it the tall poppy phenomenon. When one of these flowers looks higher and more beautiful than the others, it is seen as something that breaks the harmony and balance of the rest of the elements of the field; more bland, low and common. Solution? Cut it. This occurs frequently in work settings, forming what is known as the high exposure syndrome at work.

Without a doubt, it is curious how society instills in us clearly contradictory ideas. On the one hand, we are driven towards excellence, to develop all our human potential to contribute to progress, to innovation. From a very young age we learn that it is positive to develop skills and that those who are more brilliant should hold higher positions.

However, the reality is a little more gray, more ironic and even much more cruel. Sometimes the one that sticks out is like that nail that you have to hit with the hammer to get it back into place. In addition, the competitiveness of our business environments often means viewing the best and brightest as a threat.

It is that figure that generates distrust in others, a person who puts them in question and who arouses discomfort due to their abilities and skills. What’s more, sometimes it even poses a risk to the organization itself. Suddenly, they must face someone who brings breezes of change in a structure that, far from advocating innovation, prefers to continue with the usual patterns, with the traditional.

These are complex situations that many men and women experience every day.

High exposure syndrome at work, when being the best is a problem

The syndrome of high exposure at work or the syndrome of the high poppy consists of the feeling of rejection and hostility experienced by a person with high skills and talent in a work environment.

Often be good or ‘too good’ according to certain causes contexts that these people choose to keep a low profile. That is, minimize your achievements to be diluted among others and avoid conflicts.

A clearly problematic and degrading phenomenon. However, it occurs with great frequency. It is very common for co-workers or middle managers to shoot down or execute subtle strategies to boycott the work of the brilliant person, hide rumors, undervalue or even undermine them. The desire to cut down the highest poppy in the field actually hides a series of psychological dimensions that are worth knowing.

Envy, distrust and fear of change

The syndrome of high exposure at work highlights an undeniable fact: we are a society that still does not know how to take advantage of human capital and talent. Sometimes, many organizations settle under the concept of “taking care that nothing changes. “

In many cases, this protectionism policy means cutting more than one poppy, relegating the talented worker to the corner of oblivion because his ideas, his talent, is little more than a threat.

Also, in addition to the fear of change, there is envy among colleagues. The fact of having someone who is more brilliant, productive and with great charisma and personal impact, causes certain discomfort and friction. Because if there is something that causes high exposure syndrome, it is the following:

• When a taller poppy appears there are only two options: either the rest of the poppies grow at the same level or it is sought to match that field of flowers by cutting the one that stands out the most. Generally, the latter option is chosen.
• Finally, it is worth highlighting an obvious fact: in recent years those who suffer the most from the syndrome of exposure at work are women. Studies such as the one carried out at McMaster University in Canada tell us about this fact.

When they opt for high positions in a company in view of their worth and skills, it is common for multiple obstacles and even tripping for that promotion to be effective.

The serious consequences of the syndrome of exposure at work

Whoever renounces his talent renounces his own person. Let’s think about it, let’s put ourselves for a moment in the skin and in the mind of those who suffer from exposure syndrome at work. Choosing to keep a low profile as a survival mechanism (and to have a salary) is a form of destruction of self-esteem.

Likewise, whoever dares to take the step and shine, has a risk. At times, the environment can make use of the fire extinguisher to turn off that light, that splendor of someone who, for a moment, dared to show their talent. Something like this eats away and is also the source of many anxiety disorders and depressions.

On the other hand, studies such as those carried out in the Australian Psychological Society by Dr. Norman Feather, show us that high poppy syndrome occurs in a large part of companies, reducing their productivity by up to 20%. To this day, the attitude towards those who are talented or propose changes that involve progress in many cases, and unfortunately, remains negative.

This dynamic does nothing but curtail our progress and inoculate discomfort in any organization. It is worth taking into account that message that the writer Elbert Hubbard left us, there is something much more scarce, exquisite and rare than talent: the talent of recognizing the talented.

Let’s think about it.