The Microsoft 365 Community and MVP program relies on open-source contributions that are unpaid and done in our spare time on top of work and life responsibilities. Like other volunteer-driven communities, visibility often feels like currency to reward this effort. Names on projects, panels, reporter duty at a conference, and involvement in initiatives can signal credibility and influence. I have an uncomfortable truth that is is too often swept under the rug in this community: sometimes (and too often) names get attached without the work following through. I’ve seen it happen and I’ve underdelivered myself with the best intentions. As I recently wrote, good intentions don’t excuse us from the accountability of our impact. So, let’s dive deeper on this tough conversation. It isn’t about blame. It’s about awareness and growth so we can set up the best community in tech for success. My intention is to share some science behind it to help us understand why we do this, hold myself accountable where I have made mistakes, and share the things I have been doing differently to grow.
Factors leading to overcommitment
Recognition: Hedwin Van Restorff did a study in the 1930s that found a psychological phenomenon suggesting when multiple homogeneous stimuli are presented, the one that differs from the rest is more likely to be remembered. In user experience, we use the Von Restorff effect to draw attention to one object that is different to align with our goals. When we apply this to a group of community contributors, it tells us that standing out feels rewarding. Attaching your name can feel like a shortcut to relevance. We’re wired to seek recognition.
Life happens: Listen, at the end of the day these roles are unpaid (and often thankless… if you run a Github repo you know exactly what I mean as you may sometimes navigate aggressive complaints about free resources). Family, health, and work priorities often take precedence. That’s valid and should always be respected. Contribution matters, but not at the expense of your life or wellbeing. I have needed to step away from the community before and lean on others to pick up efforts I could no longer support. I am grateful for their understanding and willingness to figure out a solution together.
Psychology of commitment: Saying “yes” feels so good in the moment. I struggle with this one a lot. As an inherent people pleaser, I genuinely WANT to do every single thing I can. Sometimes, people aren’t so altruistic and without systems for accountability these intentions don’t always translate into action leaving teams unsupported without communication. What bothers me most on this one is when people still claim the recognition without that follow through so let’s dive deeper into how this impacts teams and community initiatives.
Cost of commitment without contributing
Erodes trust: When contributions don’t match commitments the teammates left on the team shoulder extra work. This leads to burnout and resentment, often killing an incredible initiative that has been providing value to the community.
Creates friction: Just like poor design frustrates users, misaligned intentions disrupt team dynamics. When someone signals commitment but mentally disengages, collaborators experience cognitive dissonance (a psychological discomfort caused by the gap between expected reciprocity and actual behavior). Research by Leon Festinger shows that this mismatch amplifies stress, reduces perceived fairness, and triggers defensive behaviors.
Layered on top of this is Equity Theory which explains that people are motivated by fairness in social exchanges. Think back to school: an assigned group project where some people show up more than others, yet everyone gets the same grade. This drove me batty growing up! Ultimately the cost in our community initiatives is how that imbalance drains motivation and creativity from the group, making collaboration feel like a burden instead of a shared goal.
Dilutes outcomes: Projects stall or lose quality when the visibility outweighs the actual effort. Social psychology research on Impression Management (Goffman, 1959) illustrates how individuals often prioritize appearing engaged over contributing meaningfully. I know we have all seen it in our community and it is rarely called out.
This behavior creates a false sense of progress. Teams assume momentum based on the visibility while actual deliverables lag behind creating confusion and disappointment for anyone relying on that output or content. Over time this disconnect erodes credibility, lowers collective efficacy, and can derail initiatives that once had high potential.
Collaborating more authentically
Communicate early and often: If life gets in the way (and it will), your interest wanes, or plans change making you unavailable to a previous commitment, let the team know. Silence breeds assumptions.
Choose depth over breadth: Instead of saying yes to everything, commit to fewer initiatives and deliver well. This has been a hard one for me and I am actively trying to reduce the areas I get involved.
Define roles clearly: Volunteer projects thrive when expectations are explicit. Who owns what? What’s the timeline? What is our collaboration contract for how we work? What is the process for communicating when one of us needs to step away?
Celebrate effort, not just names: Recognition should reflect contribution, not presence. Too often in our community we are hearing from the loudest in the room when one of the quietest carried the effort on their shoulders, silently supporting the team. Find ways to elevate that recognition in ways a quieter contributor appreciates and feels valued.
Mistakes I made… well, make…. in contributing
I’ve made this mistake too. Signing up with the best intentions and then underdelivering for various reasons. Life. Health. Work overload. Growth means owning that and doing better. For me, that looks like pausing before committing to ask myself if I truly have the bandwidth and being transparent when I don’t. I also ask myself if I am saying yes out of fear for missing an opportunity or a perceived obligation. Neither sets me up for success long-term to donate my time and efforts.
When I do make this mistake, the shame can be loud. What I have learned is that no matter how much time has passed from showing up as you planned or wanted, your teammates will always appreciate an acknowledgement of where you went wrong and what you plan to do next.
My call to action to the Microsoft 365 Community
Volunteer communities thrive on goodwill. Let’s honor that by showing up authentically. Visibility matters, but integrity matters more. If you can’t contribute right now, that’s totally okay. Just communicate.
Be intentional about why you are getting involved. If you are chasing an award or more public recognition to grow your brand, that may not be the best motivation to get involved in a volunteer effort.
Together, we can build spaces where collaboration feels fair, respectful, and genuinely rewarding. Your presence matters more than your MVP profile.
Emily Mancini 