The document outlines signs of an unproductive work culture, such as vague communication and avoidance of confrontation. It recommends practical remedies including implementing ruthless performance reviews, fostering open communication, and addressing negative behaviors openly. It emphasizes the need for transparency, nurturing trust, and creating a culture of genuine engagement to improve the organizational climate.

1. Recognize visible cues of
an unproductive work culture
Recommended practical remedies to address them

2.  Vague replies to requests
 Missing minor deadlines
 Nervous excuses
 Slow response to deadlines
 Short biting remarks
 Silence is golden policy
 Chuckling in respond to
serious subject matter
 Poor eye contact in response
to specific question
Many signs point to “Survival Mode” because perpetrators are afraid of direct
confrontation due to fear of losing livelihood

3. Death of innovative
environment as satisfied
employees rather stick to
routines to avoid more work
The remedy :
1. Drive performance reviews ruthlessly
2. Create a no “Bullshit” culture from
the top
3. Set and communicate continuously
on high performance expectations

4. Spiral of intentional silence for
turf protection through
dampening work place culture
at every opportunity
The remedy :
1. Initiate open communication practices
from top level
2. Send clear messages on transparency
and openness
3. Encourage nurturing of trust constantly
across various levels of organization

5. Gloomy conversations with
unsettling overtones of
blackmail of quitting or
boycott
The remedy :
1. Bring out the destructive behaviour
into open forums to be labeled as
unacceptable
2. Diffuse the cause at the root to
destroy specific symptoms
3. Constantly check and measure the
diagnostic tools for organizational
climate

6. A “devil may care” attitude
displayed during informal
conversations with other
employees
The remedy :
1. Direct conversation to talk
about importance of individual
contribution
2. Recruit a third person to witness
the visible cues as record for
performance intervention

7. A “privileged” sense of
superiority with high and
mighty display of attitude over
small matters
The remedy :
1. Inform of role definition within the
bigger context of workplace
2. Insist employees get re-acquainted with
service and support side of work
3. Rotate job for a day to get a feel of being
in other people’s shoes

8. Intentional hint of smirk to
show a knowing of certain
information as currency to
impress higher ups
The remedy :
1. Encourage a culture of genuine
engagement through meaningful
conversation
2. Support audacious speaking up on
crucial matters
3. Be brave to confront with good
intentions and be open about them

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