4 ways to manage ‘tall poppy syndrome’ in your team
When ‘tall poppy syndrome’ surfaces in the workplace, it can have a big impact on individuals and your team as a whole. In fact, recent SEEK research found one in three (33%) of Australians have experienced ‘tall poppy syndrome’ at work, and 24% say it’s a problem in their current workplace’s culture.
What is ‘tall poppy syndrome’
“This cultural phenomenon involves criticising or mocking people who stand out due to their talent or success, and is often seen as being widespread in Australia,” says Justine Alter, organisational psychologist and co-director of Transitioning Well. “It’s typically not as common outside of Australia – I think it’s due to our ‘fair go’ culture and deeply ingrained values on people being humble.”
In the workplace, ‘tall poppy syndrome’ can wear down team dynamics and culture, says Alter. “It often plays out in subtle (or not so subtle!) behaviours, such as a reluctance to celebrate team members' success or undermining high achievers who may be seen as favourites.”
Based on SEEK research, of those who’ve experienced it, 78% say they’ve had their accomplishments downplayed and 77% have felt they’ve been undermined. Over time, these behaviours can build distrust, which then means team morale and collaboration take a hit, and the workplace becomes less about working together and more about not standing out.
If instances of ‘tall poppy syndrome’ going unaddressed in a workplace, the impact on culture can lead to poor performance or even team attrition. “It's still a really tight talent market. You need to listen to your high performers if there’s someone blocking or stifling great ideas,” says Kristine Tuazon, director of Good People HR.
How to spot and manage ‘tall poppy syndrome’
‘Tall poppy syndrome’ often flies under the radar as it’s subtle, but signs leaders should look out for include:
Lack of recognition or celebration of team wins
Resentment among the team, such as subtle exclusion, gossip, or undermining of high performers
Too much competitiveness amongst the team Hesitation to share success stories in meetings or updates
Low psychological safety, which manifests as reluctance to speak up, take risks, or share ideas
Burnout or disengagement, especially among staff who once thrived
Managing ‘tall poppy syndrome’ in your team is all about creating a culture that celebrates success at all levels and welcomes new ideas. Here’s some ways you can foster this:
1. Celebrate success, at all levels
“As leaders, it’s up to you to build a culture that cheers on each other’s success,” says Tuazon. This can be through a structured recognition program, such as one where people can nominate team members, or on a more ad hoc basis. While this should be led from the top, encourage your team members to feel comfortable shouting each other out for great work to help everyone feel seen for their efforts.
2. Offer development opportunities for everyone
The resentment that fuels behaviour like ‘tall poppy syndrome’ isn’t as appealing when everyone sees a way to succeed, says Alter. “Leaders can do this by making opportunities and leadership pathways more visible and accessible. Mentoring and coaching can also help by creating a culture of support rather than competition.”
3. Encourage openness
‘Tall poppy syndrome’ can hold people back from speaking up and feeling comfortable adding their input. SEEK’s research shows that 26% of workers who’ve experienced ‘tall poppy syndrome’ say it's stopped them from public speaking or presenting, and 23% from sharing in meetings.
This is why it’s all the more important to cultivate a culture of openness and transparency, where people feel they can speak up with and share their ideas, says Tuazon. “Leaders and managers should welcome innovation and new ideas. While not every idea is a good one and some might fail, this exploration is what leads to fresh approaches.”
4. Model a supportive environment
Leaders set the tone of a workplace, so you have to model behaviours from the top. When you show that success is about working together, not against each other, it builds trust across the team. “It’s really hard to have a supportive environment without a supportive leader,” says Alter. “Make sure you’re celebrating the contributions of others openly. Avoid playing favourites, but don’t shy away from recognising great work.”
While ‘tall poppy syndrome’ might be seen as part of Australian culture, it doesn’t have to be part of your workplace. Leaders have the chance to craft a culture that uplifts everyone's wins so everyone succeeds together.
Source: Independent research conducted by Nature on behalf of SEEK, interviewing 12,000 Australians annually. Published June 2025.