In consideration of the idea that come things can taint a company's culture, I wanted to experiment with building a list. In theory, this list would not get outdated, except maybe over very long periods of time.
I admit that what is 'chilling' to one demographic may not be to another, and we may get some semantics here.
- corporate values posters
- corporate values posters in the bathroom
- feeling like one is being abused for the bottom line
- 'good HR' as strongly independent of teams and practice groups in the force-norming of culture.;
- “Let’s circle back” regularly punctuating sentences
- Forced expectation of clapping with slides and similar. 'Clap culture'
HBR proposed a summary of the silent dysfunctions that these chilling effects emerge from
- To avoid conflict and gain approval
- To replace genuine inclusion
- To show exaggerated deference to the chain of command
- To motivate people instead of holding them accountable
which can embed overt dysfunctions
- delayed Crisis activation
- Choked innovation
- Bleeding talent
- Low-velocity decision making
- Learned helplessness
along with remedies / a rubric
- Clarify expectations, standards of performance, and meeting types
- Publicly challenge the status quo you helped create
- Provide air cover for candor
- Confront performance problems immediately