As a business coach, I often hear leaders say they want motivated, engaged teams. Yet one subtle behaviour can quietly chip away at motivation more than they realize: minimizing or dismissive responses. It’s the “I was just going to do that” comment after an employee takes initiative, or the “that’s what we pay you for” reply when someone goes above and beyond. These responses may seem harmless, but over time, they can have a powerful effect on workplace morale and satisfaction.
What Minimizing Looks Like in Business
- Credit Shifting: An employee suggests a solution in a meeting, and the manager responds with, “That’s what I was already thinking.” Instead of being recognized for contributing, the employee feels overshadowed.
- Dismissive Praise: A staff member puts in extra effort to finish a project early, but the response is, “I don’t need it until next week.” Instead of an acknowledgement, the employee hears that their hard work wasn’t really needed.
- One-Upping Conversations: An employee says, “I was speaking with the head of HR yesterday,” only for the manager to interrupt with, “I talked to them this morning.” The original comment is diminished, and the employee’s contribution is brushed aside.
- One-Upping Actions: A team member takes initiative, but a colleague says, “I would have done that anyway.” The focus shifts away from the effort and back onto someone else’s ego.
Why It Hurts More Than You Think
At its core, minimizing behaviour erodes recognition. Recognition is not a “nice to have”; it’s a critical ingredient for motivation, trust, and workplace happiness. When employees feel their contributions don’t matter or are brushed aside:
Morale drops: People stop trying as hard when their efforts are not valued.
Engagement declines: Employees disengage emotionally when they feel replaceable.
Turnover risk rises: When recognition is missing, people seek environments where they will feel appreciated.
The Ripple Effect on Workplace Culture
A single dismissive comment can have a ripple effect. When one person’s ideas or actions are downplayed, others notice. Soon, the entire team may stop volunteering new ideas or going the extra mile. Innovation slows, collaboration weakens, and “just doing the minimum” becomes the norm.
A Better Approach
Instead of minimizing, choose acknowledgment. It can be as simple as saying:
“Thanks for jumping on that — it really helps.”
“I appreciate your initiative here.”
“That was a smart suggestion — let’s build on it.”
Small, genuine acknowledgements fuel a sense of purpose and belonging. When people feel valued, they invest more of themselves into their work and that creates momentum every leader dreams of.
As leaders, colleagues, and even friends, we all have moments where we’re tempted to say, “I was just going to do that.” But remember: those words shift the spotlight away from someone else’s effort. If you want a culture of engagement and satisfaction, start with this simple practice: acknowledge before you redirect. Recognition is free, but its impact is priceless.
