I don't have HR or management experience, but I can speculate: - an employee avoids sharing key technical information with colleagues, either verbally or writi

I don't have HR or management experience, but I can speculate: - an employee avoids sharing key technical information with colleagues, either verbally or writing anything down, and becomes a bottleneck for all changes relating to some system or component. this could be adapted to maximise tenure at a previous org that had decided to outsource/"offshore" technical roles, where sharing key knowledge would result in you being promptly laid off - an employee demonstrates an extreme reluctance to estimate when any task they are involved with might be done. this could be adapted to survive in environments where estimates from individuals are interpreted politically as commitments to deadlines for unconditional delivery of work, and used to pressure workers to extract free labor (unpaid overtime) - an employee never communicates bad news about schedule delays, plans not being feasible, designs having serious flaws, etc. this could be adapted to prior environments where voicing bad news triggers retribution, and only good news flows up the org chart