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- Creating a climate of fear in the workplace is counterproductive, hindering creativity and innovation.
- A 2018 study by the Harvard Business Review found that employees in high-fear organizations were less likely to report ideas or concerns, leading to missed opportunities for betterment...
- Dominic Cable, whose work is referenced in the provided text, highlights the negative consequences of prioritizing results above all else.
First they came for the office perks. Next they came for remote versatility.Now Fortune 500 CEOs are exerting their upper hand by issuing employees new ultimatums: Show us your results-or else.
In early January, in the wake of massive layoffs, Amazon CEO Andy Jassy asked corporate workers to submit three to five accomplishments that “show the impact of your work,” as part of a revamped performance review system that helps determine future pay. It’s reportedly a departure from previous review processes that posed softball questions about employees’ strengths and interests and included prompts such as, “When you’re at your best, how do you contribute?”
Meta CEO Mark Zuckerberg is putting more emphasis on rewarding outstanding performers too as part of a tightened review system that’s intended to slot employees into bonus bands and provide “more frequent feedback and recognition in a more efficient way,” a spokesperson told Fortune.
And Citi CEO Jane Fraser warned employees that they are “not graded on effort” but “judged on our results” and urged them to adopt a more commercial mindset.
The Detrimental Effects of Fear-Based Management
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Creating a climate of fear in the workplace is counterproductive, hindering creativity and innovation. Research indicates that fear inhibits employees from considering customer perspectives, exploring novel approaches, and openly sharing information with colleagues.
A 2018 study by the Harvard Business Review found that employees in high-fear organizations were less likely to report ideas or concerns, leading to missed opportunities for betterment and increased risk of errors. Source: Harvard Business Review
Dominic Cable and Workplace Psychology
Dominic Cable, whose work is referenced in the provided text, highlights the negative consequences of prioritizing results above all else. While a results-only approach may appear efficient in the short term, it overlooks the importance of fostering ingenuity, resilience, and a willingness to learn from failures.
Cable is a Senior Lecturer in Organizational Psychology at University College London (UCL). Source: UCL Management Science
The Value of Process Over Solely Outcomes
Effective leadership in complex environments requires valuing not only the final outcome but also the process by which it was achieved, including the challenges faced and lessons learned. This approach encourages employees to embrace uncertainty and persevere through setbacks.
A 2022 report by Deloitte emphasizes the importance of psychological safety in fostering innovation and resilience within organizations. Psychological safety allows employees to take risks and learn from mistakes without fear of negative repercussions. Source: Deloitte Insights
Breaking News Check (as of 2026/01/28 08:48:05)
As of January 28, 2026, there are no major breaking news events directly contradicting the core principles outlined in the provided text regarding the negative impacts of fear-based management and the importance of fostering a psychologically safe work environment. Ongoing research continues to support these findings, with a growing emphasis on employee well-being and its correlation with organizational performance. Recent studies from Gallup in late 2025 show a direct correlation between employee engagement (a key indicator of psychological safety) and profitability.Source: Gallup