A concerned software professional recently turned to the subreddit Indian Workplace to express frustration over subtle pressure to appear more agreeable and socially involved with his superiors. With four years of experience at a multinational corporation, he had joined the company as a campus recruit and remained with the same unit since day one. Interestingly, his reporting manager had also stepped into a managerial role the same year, meaning both advanced in their careers side by side.
A Quiet Performer in a Loud Room
He describes himself as reserved but not withdrawn. During meetings, he contributes ideas, seeks clarity, and communicates whenever necessary. While he avoids excessive chatter, he does engage in occasional informal discussions with colleagues and maintains what he considers a healthy professional rapport with his team.
However, the workplace environment shifted roughly six months ago when a new senior leader from overseas assumed charge. With her arrival came renewed emphasis on celebratory rituals such as Secret Santa exchanges, birthday festivities, surprise tokens, and structured bonding exercises. The overall culture became more socially animated.
The Visibility Dilemma
The employee admits he participates but without exaggerated enthusiasm. He observed that many teammates appeared keen to win favor by going above and beyond in social interactions, something he consciously avoids. At one point, the senior leader jokingly remarked before everyone that she had barely heard him speak. Though intended lightly, the comment unsettled him.
Over the past two months, he stopped joining team lunches, opting instead to dine with a small circle of friends who joined as freshers like him. Importantly, his professional output remained unaffected. He continued delivering assignments efficiently and received no work-related complaints.
Performance Review Surprise
During his latest appraisal discussion, nearly one-third of the 45-minute conversation focused not on deliverables but on perceived social disengagement. Feedback included suggestions that he should attend team lunches occasionally, interact more casually, discuss his tasks more openly, inquire about others’ projects, and generally increase his visibility.
Ironically, he secured an Exceeds Expectations rating that cycle. This contradiction left him puzzled. Adding to the confusion, a colleague who achieved an Outstanding evaluation was marked down in responsibility because she did not fully participate in organizing celebratory activities, which were considered indicators of initiative beyond core duties.
Where Work Ends and Optics Begin
Now he questions whether such expectations are standard corporate practice, whether visibility truly drives career progression, or whether subtle politics and image management are at play. He wonders if he is being overly rigid in prioritizing professionalism over sociability and whether something as simple as lunch attendance could influence long-term advancement.
Online responses were divided. Some users suggested that increasing visibility could support future promotions and might reflect leadership grooming rather than favoritism. Others argued that measuring employees on cake arrangements instead of product development reflects misplaced priorities.
At the heart of the debate lies a familiar corporate tension: Is excellence at work sufficient, or must performance also be packaged with personality?