Fear


anonymous

Guest
Here are a few signs your workplace is operating from fear:

1. “In a fear-based workplace, everyone is focused on their daily goals. They have to be because if they miss a goal, they could lose their job. You won’t get collaboration or innovation out of people who are scared to death!”

2. “In a fear-based culture, managers and HR people specialize in assigning work, measuring results, punishing infractions and maintaining order. In a healthy culture, managers and HR people specialize in listening to employees, problem-solving with them, celebrating successes and envisioning even greater successes!

3. In a fear-based environment, people are afraid to tell the truth because they already know no one wants to hear it. How do they know this? It’s obvious, because the biggest truth of all – namely, “Our culture is horrible, but bad things happen to people who say so” is never acknowledged. It is the elephant in the room.”

4. “In a fear-based company, people talk incessantly about who’s up and who’s down in the company stock index. The rumor mill is more credible than official communication. In a healthy company, managers and employees talk about sticky topics. They don’t avoid them just because they are awkward to address.”

5. “In a fear-based company, employees wonder whether they’ll still have a job next week. A great performance review or an on-the-jobtriumph does not guarantee anyone another week of employment. People work under a cloud of fear and suspicion. Managers are afraid to recognize and reinforce their teams, because they might get in trouble for doing so.”
 


Here are a few signs your workplace is operating from fear:

1. “In a fear-based workplace, everyone is focused on their daily goals. They have to be because if they miss a goal, they could lose their job. You won’t get collaboration or innovation out of people who are scared to death!”

2. “In a fear-based culture, managers and HR people specialize in assigning work, measuring results, punishing infractions and maintaining order. In a healthy culture, managers and HR people specialize in listening to employees, problem-solving with them, celebrating successes and envisioning even greater successes!

3. In a fear-based environment, people are afraid to tell the truth because they already know no one wants to hear it. How do they know this? It’s obvious, because the biggest truth of all – namely, “Our culture is horrible, but bad things happen to people who say so” is never acknowledged. It is the elephant in the room.”

4. “In a fear-based company, people talk incessantly about who’s up and who’s down in the company stock index. The rumor mill is more credible than official communication. In a healthy company, managers and employees talk about sticky topics. They don’t avoid them just because they are awkward to address.”

5. “In a fear-based company, employees wonder whether they’ll still have a job next week. A great performance review or an on-the-jobtriumph does not guarantee anyone another week of employment. People work under a cloud of fear and suspicion. Managers are afraid to recognize and reinforce their teams, because they might get in trouble for doing so.”
This is the culture at ARS!
 








Here are some examples of fear-based leadership:
    • Constant criticism and fault-finding:
      A leader who consistently points out mistakes and shortcomings, without acknowledging positive contributions, can create a climate of fear and anxiety.
    • Threats of punishment:
      Leaders who use threats of demotion, job loss, or other negative consequences to control employees are employing fear-based tactics.
    • Favoritism and pitting employees against each other:
      A leader who plays favorites or creates a competitive environment where employees are pitted against each other can foster distrust and resentment.
    • One-way communication and lack of transparency:
      A leader who doesn't listen to employee concerns or keeps them in the dark about important information creates a sense of unease and fear.
    • Micromanaging and lack of autonomy:
      Constantly checking up on employees and not allowing them to make decisions can stifle creativity and make employees feel like they are constantly being watched.
    • Avoiding difficult conversations about culture or addressing complaints:
      If a leader avoids talking about the company culture or ignores employee complaints, it can signal a lack of accountability and create a sense of fear about speaking up.
    • Using shame or public humiliation:
      Publicly criticizing or shaming an employee for mistakes can be deeply damaging and create a fear of making mistakes in the future.
    • Not acknowledging or rewarding good work:
      When employees are not recognized or rewarded for their efforts, they may feel undervalued and fear that their hard work is going unnoticed.
    • Ignoring or minimizing employee concerns:
      A leader who dismisses or ignores employee concerns about their workload, stress levels, or other issues can create a sense of fear and helplessness.
    • Setting unrealistic goals and deadlines:
      When employees are constantly pressured to meet unattainable goals, it can lead to stress, anxiety, and a fear of failure.
    • Using intimidation or aggression:
      A leader who uses intimidation, yelling, or other aggressive behaviors to control employees is employing a fear-based approach.
    • Promoting a culture of secrecy and gossip:
      A workplace where information is hoarded and gossip is rampant can create a climate of distrust and fear.
 








Here are a few signs your workplace is operating from fear:

1. “In a fear-based workplace, everyone is focused on their daily goals. They have to be because if they miss a goal, they could lose their job. You won’t get collaboration or innovation out of people who are scared to death!”

2. “In a fear-based culture, managers and HR people specialize in assigning work, measuring results, punishing infractions and maintaining order. In a healthy culture, managers and HR people specialize in listening to employees, problem-solving with them, celebrating successes and envisioning even greater successes!

3. In a fear-based environment, people are afraid to tell the truth because they already know no one wants to hear it. How do they know this? It’s obvious, because the biggest truth of all – namely, “Our culture is horrible, but bad things happen to people who say so” is never acknowledged. It is the elephant in the room.”

4. “In a fear-based company, people talk incessantly about who’s up and who’s down in the company stock index. The rumor mill is more credible than official communication. In a healthy company, managers and employees talk about sticky topics. They don’t avoid them just because they are awkward to address.”

5. “In a fear-based company, employees wonder whether they’ll still have a job next week. A great performance review or an on-the-jobtriumph does not guarantee anyone another week of employment. People work under a cloud of fear and suspicion. Managers are afraid to recognize and reinforce their teams, because they might get in trouble for doing so.”
My posts are getting deleted. That’s what happens in a Fear based company. Fear of the truth, fear of what will happen, fear everyone will know the truth. The truth will surface as it is, the best of the best will leave voluntarily as we’ve seen. You all do not need to hang around in Fear and Fret your next week of employment. A lab- rat minion does not need to control your future, jump while you can. Reach out I can make a connection for you.
 






Here are a few signs your workplace is operating from fear:

1. “In a fear-based workplace, everyone is focused on their daily goals. They have to be because if they miss a goal, they could lose their job. You won’t get collaboration or innovation out of people who are scared to death!”

2. “In a fear-based culture, managers and HR people specialize in assigning work, measuring results, punishing infractions and maintaining order. In a healthy culture, managers and HR people specialize in listening to employees, problem-solving with them, celebrating successes and envisioning even greater successes!

3. In a fear-based environment, people are afraid to tell the truth because they already know no one wants to hear it. How do they know this? It’s obvious, because the biggest truth of all – namely, “Our culture is horrible, but bad things happen to people who say so” is never acknowledged. It is the elephant in the room.”

4. “In a fear-based company, people talk incessantly about who’s up and who’s down in the company stock index. The rumor mill is more credible than official communication. In a healthy company, managers and employees talk about sticky topics. They don’t avoid them just because they are awkward to address.”

5. “In a fear-based company, employees wonder whether they’ll still have a job next week. A great performance review or an on-the-jobtriumph does not guarantee anyone another week of employment. People work under a cloud of fear and suspicion. Managers are afraid to recognize and reinforce their teams, because they might get in trouble for doing so.”
It has nothing to do with a fear based culture. You never stood a chance on the promotion and you’re a poor loser. There is no room here for losers like you, go tell your stories to your new comrades. What a complete loser you are Ty.
 


Here are a few signs your workplace is operating from fear:

1. “In a fear-based workplace, everyone is focused on their daily goals. They have to be because if they miss a goal, they could lose their job. You won’t get collaboration or innovation out of people who are scared to death!”

2. “In a fear-based culture, managers and HR people specialize in assigning work, measuring results, punishing infractions and maintaining order. In a healthy culture, managers and HR people specialize in listening to employees, problem-solving with them, celebrating successes and envisioning even greater successes!

3. In a fear-based environment, people are afraid to tell the truth because they already know no one wants to hear it. How do they know this? It’s obvious, because the biggest truth of all – namely, “Our culture is horrible, but bad things happen to people who say so” is never acknowledged. It is the elephant in the room.”

4. “In a fear-based company, people talk incessantly about who’s up and who’s down in the company stock index. The rumor mill is more credible than official communication. In a healthy company, managers and employees talk about sticky topics. They don’t avoid them just because they are awkward to address.”

5. “In a fear-based company, employees wonder whether they’ll still have a job next week. A great performance review or an on-the-jobtriumph does not guarantee anyone another week of employment. People work under a cloud of fear and suspicion. Managers are afraid to recognize and reinforce their teams, because they might get in trouble for doing so.”
A culture of fear describes a social or organizational environment where anxiety and worry about potential threats, whether real or perceived are widespread and significantly influence behavior and decision making.
That’s why I left and you should too.
 




Here are a few signs your workplace is operating from fear:

1. “In a fear-based workplace, everyone is focused on their daily goals. They have to be because if they miss a goal, they could lose their job. You won’t get collaboration or innovation out of people who are scared to death!”

2. “In a fear-based culture, managers and HR people specialize in assigning work, measuring results, punishing infractions and maintaining order. In a healthy culture, managers and HR people specialize in listening to employees, problem-solving with them, celebrating successes and envisioning even greater successes!

3. In a fear-based environment, people are afraid to tell the truth because they already know no one wants to hear it. How do they know this? It’s obvious, because the biggest truth of all – namely, “Our culture is horrible, but bad things happen to people who say so” is never acknowledged. It is the elephant in the room.”

4. “In a fear-based company, people talk incessantly about who’s up and who’s down in the company stock index. The rumor mill is more credible than official communication. In a healthy company, managers and employees talk about sticky topics. They don’t avoid them just because they are awkward to address.”

5. “In a fear-based company, employees wonder whether they’ll still have a job next week. A great performance review or an on-the-jobtriumph does not guarantee anyone another week of employment. People work under a cloud of fear and suspicion. Managers are afraid to recognize and reinforce their teams, because they might get in trouble for doing so.”
TY WHY YOU GET FIRED?
 


Why so may openings in the South region? Were u put on PiPs? Hasn’t been that long since launch. Giving another company the rights to promote to pediatrics was a huge mistake & insult to the Reps that launched Neffy
 









Write your reply...