At work, top performers can find themselves sidelined. — Photo: AntonioGuillem / Getty Images, via ETX Daily Up
It's easy to assume that a high-performing team is based on excellence, where the most talented people pull everyone else up.
But a recent American study, published in the Journal of Occupational Health Psychology, challenges this idea.
It shows that, instead of being valued, top performers are sometimes sidelined by their colleagues. It's an insidious process, but one that can undermine group dynamics, curb productivity and discourage talent from focusing on success.
To better understand workplace ostracism, a team of researchers led by Dr. Cong Liu, Assistant Professor of Organizational Psychology at Rutgers University, surveyed 630 employees from 131 teams in a variety of sectors (healthcare, finance, real estate, industry).
Of these, over two-thirds were women, and most had around six years' experience. Although the study was conducted in China, its findings resonate widely in collaborative environments.
The survey was conducted in two phases, one month apart. In the first phase, participants assessed perceived levels of proactivity, envy, coworker ostracism, negative emotions and job satisfaction.
In the second phase, they measured their own tendency towards "production deviance,” ie, their propensity to intentionally reduce their performance.
The results are clear: in teams where envy is particularly high, the most proactive employees are often sidelined.
Faced with this exclusion, their motivation wanes, leading to gradual disengagement and, sometimes, a desire to sabotage collective performance.
This vicious circle is all the more easily established in competitive environments, where individual success can give rise to jealousy and tension.
"Take sales. If one team member beats the sales quota, the entire team benefits but underperforming colleagues might still be viewed by management as less effective," Dr. Cong Liu explains in a news release.
Rethinking the notion of performance
As a result, this sidelining of top performers ends up having a negative impact on the company as a whole.
"In organizations, there are good soldiers who help facilitate workplace efficiency and effectiveness and bad apples who hinder productivity and well-being.
"Over the years, there has been mounting evidence that this distinction between good and bad behaviors … might not be as stark as we think," says Dr. Cong Liu.
So how can this ticking time bomb be diffused? According to Dr. Cong Liu, it is essential for companies to review their methods of performance assessment and recognition.
Rather than encouraging direct comparisons between employees, they would do better to favor individualized feedback that values each person's specific contributions.
"It’s essential to treat each team member as an individual, valuing their unique contributions rather than viewing them through the lens of their peers,” she recommends.
In a world of work increasingly focused on collaboration and innovation, combating workplace ostracism is not just a matter of employee well-being.
It's a crucial strategic issue for ensuring the longevity and vitality of organisations. Indeed, it's not the brightest talents who hold a company back, but those who are prevented from shining. – AFP Relaxnews
