In a recent interview with CNBC Make It, Donna Morris, Executive Vice President and Chief People Officer at Walmart, delivered a blunt message to professionals navigating today’s competitive job market: negativity is a major red flag.
Her comments, which have since gained traction across professional circles, emphasize the importance of solution-oriented thinking and collaborative behavior in the workplace.
Donna, who oversees the employee experience of over 2 million Walmart workers, stated, “Nobody wants [to hire] a Debbie Downer. They’re constantly negative … they bring the problem, never the solution.”
Her remarks reflect a broader shift in corporate culture that prioritizes initiative, adaptability, and emotional intelligence over mere technical competence.
Walmart HR Defining the “Debbie Downer” Red Flag
According to Donna, a “Debbie Downer” isn’t just someone who expresses dissatisfaction.
It’s an employee who routinely dismisses ideas, resists change, and discourages colleagues from pursuing new opportunities.
This behavior, she explained, can erode trust, limit career growth, and undermine team morale.
She clarified that the issue isn’t about voicing concerns—it’s about how those concerns are presented.
“I like people who bring the problem and a suggestion for how they might resolve it,” Donna said.
This mindset, she added, helps build credibility and demonstrates a willingness to contribute constructively.
Balancing Realism and Positivity
Donna also cautioned against toxic positivity, acknowledging that it’s “unnatural and unrealistic for someone to be happy all the time.”
Persistent negativity, however, may signal a deeper mismatch between the employee and their role or organization.
In such cases, she suggests that both the individual and the company may need to reassess fit and expectations.
Her comments align with insights from workplace experts like Juliette Han, a Harvard-trained neuroscientist, who noted that overly negative colleagues often restrict others’ growth and discourage exploration of new opportunities.
Juliette emphasized that such individuals may only support teammates within narrow limits, especially when collaboration doesn’t directly benefit them.
What Employers Actually Value
Donna outlined several “green flags” that employers look for in candidates and employees:
- Reliability: “You’re better to deliver early than to deliver late, and you’re better to deliver more than less.”
- Initiative: Employees who volunteer for new tasks or offer help without being asked stand out.
- Openness to Opportunity: Those who raise their hands for new challenges signal growth potential.
- Timely Problem-Solving: Bringing a problem with a proposed remedy or asking for help before a crisis escalates is highly valued.
These traits, she explained, help build a culture of trust and momentum—qualities essential for both individual success and organizational resilience.
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