Do you know people who genuinely love what they do? They arrive early, bring positive energy, and are often the last to leave at night. They follow instructions, volunteer for work no one else wants, and always go the extra mile. They’re model employees. They support and uplift others, do what’s right rather than what’s politically expedient, and always lead by example. They’re a cut above the rest.
Every leader dreams of having someone like this on their team — trustworthy, committed, and positive to the core. You’d think they’d be celebrated as heroes.
But that doesn’t always happen.
When Someone Shines, Do You Squint?
By doing their best, they inadvertently make others look bad — and that often breeds resentment. Rather than raise their bar, the crowd pressures high performers to lower theirs. Over time, many lose their passion, grow disillusioned, and leave.
You’ll find examples of this everywhere: teachers, factory workers, hospitality staff. They’re the teacher who changes lives, the waiter who lifts everyone’s mood, or the single mother on the factory floor striving to be the best possible role model for her kids.
They were taught to work hard, care deeply, and take pride in doing things right. It was never about money (though that helps); it was about honor, dignity, and self-respect. They’re not chasing accolades or promotions, and they’re not trying to cut others down or make anyone look bad — it’s simply who they are. And in the process, they should win hearts, earn trust, and help organizations thrive.
Do You Reward Effort — or Resent It?
Some people slap them down. Some ridicule them as overachievers or goody two-shoes. And instead of placing them on a pedestal, some quietly send a message: This kind of effort and commitment isn’t welcome here.
At first glance, it may seem the high achiever is the only one affected. But unfortunately, that’s not the case.
Most of their colleagues are thinking, I wouldn’t want to be in their shoes. Why give your best if you’re penalized for it?
Instead of accolades, high achievers get ostracized and dragged through the mud. Suddenly they’re no longer seen as team players — they’re the ones who make everyone look bad. And if they assume that makes them a shoo-in for promotion, they should think again. They’re left out of conversations, their motives are questioned, and the invites come to a screeching halt.
At first, it affects only those closest to them. Then it spreads throughout the organization. Soon people question whether high achievement is worth the cost. Lowering standards feels safe — do just enough to stay under the radar and avoid conflict.
And all the while, senior management preaches excellence. But instead of recognizing and rewarding it, they treat everyone equally — regardless of effort or results.
What?
You can talk about excellence all you want, but people stop trying when there’s no benefit for being exceptional and no consequence for being mediocre.
Excellence doesn’t come to those who settle. If you want the best, hold yourself and those around you to that standard — and accept nothing less. When someone goes above and beyond, they should never be belittled or vilified; they should be celebrated as heroes. True greatness thrives in an environment that honors bold effort, relentless standards, and unwavering courage — because those who push past limits deserve recognition, not resentment. Do you cut people down for standing tall?
Do You Cut People Down for Rising Above?
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Additional Reading:
Are You Enthusiastic for the Success of Others?
Do You Let Envy Get the Better of You?
Prosperity Isn’t About Money
Mediocre Behavior Is a Choice
Great Things Start with Great Expectations
Lowering Standards Is a Fool’s Errand
Do You Compare Yourself to Others?
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The post Do You Cut People Down for Standing Tall? appeared first on Frank Sonnenberg Online.
