What silently prevents people from progressing in their careers? The biggest warning sign, according to Donna Morris, chief people officer at Walmart (and a former Adobe executive), is clear: the “Debbie Downer.”
In her CNBC Make It interview, she characterizes someone who “bring[s] the problem, never the solution” and is “constantly negative.” That mindset compromises relationships, trust, and momentum—the foundations of corporate culture and leadership in the workplace. Fake smiles are not what Morris is asking for. She’s looking for teammates who confront reality while continuing looking for solutions.
A persistent “naysayer” can limit your opportunities, keep you “on a short leash,” and discourage new relationships or projects if they don’t benefit them, according to neuroscientist Juliette Han. On the other side, those who reach out, lend a hand, and bring ideas build an environment in which others can flourish. Teams and careers develop in this way.
According to leaders like Michael Ramlett of Morning Consult, curiosity is a sign of initiative in a changing workplace.
Red flags: the “Debbie Downer” effect
Morris states, “Nobody wants [to hire] a Debbie Downer.” You already have an idea of the pattern: they arrive and take up all the space. “You know they’re going to show up [and] they’re going to bring the problem, never the solution. I like people who bring the problem and a suggestion for how they might resolve [it.].”
It’s not the same as “toxic positivity.” Morris makes it clear that it is impossible to be happy all the time, and that persistently being negative may also indicate that you are in the wrong position or organization. But there is a price for living in no-mode. Because it encourages teams to play small, it slows down decision-making, discourages experiments, and damages company culture.
People with that trait are “only going to support you to a restricted limit … [and] might discourage you from meeting new people in the company or going after new projects if it doesn’t benefit them directly.” according to Han’s warning to CNBC Make It. begin with a fresh start if you see this dynamic in yourself or on your team: bring up the problem, offer one thoughtful suggestion, or look for professional help before “the house is on fire.”
Green flags: behaviors that help you grow
Morris identifies a few indicators that effectively predict growth.
- First, reliability: “deliver what you are expecting at the time that you’re expecting.” She adds, “You’re better to deliver early than to deliver late, and you’re better to deliver more than less.”
- Second, initiative: “they’re open to opportunities, and they put their hand up to take on more.”
- Third, solutions and timing: “bring a problem with the remedy or request help in a timely manner, as opposed to the house is on fire.”
The CEO of Morning Consult, Ramlett, suggests “radical intellectual curiosity”—for instance, studying a new AI tool or rival software and explaining what you find in a few words. You’re saving the team time, which is practical rather than performative.
Lastly, kindness matters. “People who you see are actually helping others [are a] total green flag.” as Morris states. Quiet forms of workplace leadership that benefit the entire group embrace mentoring, recording shortcuts, and putting coworkers in touch with the appropriate stakeholders.
How careers develop within corporate culture
People in a healthy company culture raise issues, suggest solutions, and look for assistance early. People who live in unhealthy cultures tend to hold on to information, say “no,” and wait for others to fail.
Who is trusted with new projects and who falls off shows the difference. Start with reliability, initiative, and solutions if you want to progress.