Business
15 Warning Signs to Identify a Toxic Work Environment Before Taking a Job
According to Gallup, 85% of the world’s one billion full-time employees are unhappy at work.
While there are a number of reasons that contribute towards job dissatisfaction, a toxic work environment can have a significant impact on an employee’s performance, not to mention their physical and mental health.
But identifying red flags before accepting a job offer can be difficult; companies often sell themselves as a model workplace, when in reality, their inner workings are hugely problematic.
How to Identify a Toxic Work Environment
Today’s graphic comes to us from resume.io and it illustrates the 15 warning signs to look out for before, during, and after a job interview.
Lifting the Corporate Veil
A toxic work environment diminishes productivity by breeding a culture of discrimination, disorganization, bullying, and may even be fueled by unethical or selfish motivations.
Luckily, prospective employees can avoid 40 hours of torment a week by probing the company’s culture before signing on the dotted line. Here is a list of things to look out for:
Before the Interview
For better or worse, first impressions matter. Although excitement levels may be high, it’s important to pay attention to potential missteps, even before the interview starts.
- Vague job description: There should be clarity around the roles and responsibilities associated with the job, even if it is a new role in the company.
- Negative reviews on Glassdoor: Company review platforms are quickly becoming an indispensable tool for jobseekers who are interested in learning more about previous and current employees’ experiences.
- It took a long time to arrange an interview: Companies should show respect for the interviewee by getting back to them in a timely manner.
- Forgetting interviews: This could suggest that either the company has serious communication issues, or they do not prioritize interviewing potential employees.
- The interview starts late: Punctuality is not only expected from the person being interviewed, the interviewer should also be on time.
During the Interview
Adrenaline may be pumping when the interviewee is in the hot seat, but it’s crucial that they take stock of how the interviewers are conducting themselves.
- Unprepared interviewers: If the interview lacks structure, this could signal a disorganized team and a lack of clear expectations for the role.
- No interest in listening: Both parties need to put their best foot forward in an interview, to make sure that the interviewee’s personality and skill set aligns with the company, and vice versa.
- Authoritarian interviewer: This may indicate a lack of respect for employees.
- Inability to communicate company values: If company values are embodied by employees, then they should be top of mind and easily communicated.
- Questions are skimmed over: Companies should be transparent and be willing to provide comprehensive answers to any questions an interviewee may have.
After the Interview
In addition to assessing their own performance, interviewees should give careful consideration to how the entire interview experience went.
- Short interview: Either the company has already chosen another candidate, or they are desperate to fill the role as quickly as possible.
- Quiet workspace: A lack of teamwork or fearful employees could be the culprit for a silent office.
- No office tour: Companies should always give prospective employees a glimpse into what their day-to-day could look like by showing them around and introducing them to the team.
- Job offer was given on the day of the interview: The company could be trying to restrict the interviewee doing further research into the company, or simply filling the role as quickly as possible.
- Delayed decision-making: Failing to get back to someone who has done an interview shows a lack of respect for their time or disorganization on the company’s end.
It’s also worth mentioning that mistakes can be made by anyone, so it is perhaps not helpful to scrutinize companies for small errors in judgement when most of the experience has been positive.
Regardless, if there are any looming uncertainties, it is up to the person being interviewed to ask.
Finding the Courage to Ask Questions
When it comes to interviews, questioning the culture of the company is just as important as questioning the interviewee on their knowledge and skills.
“He who asks a question may be a fool for five minutes. He who does not ask questions, remains a fool forever.”
—Ancient Chinese proverb
Switching jobs is rarely an easy process, especially when jobseekers have come up against unforeseen challenges as a result of COVID-19.
But it is more important than ever for people to do their due diligence, and be brave enough to ask tough questions. Otherwise, they may have to repeat the cycle all over again—much sooner than they would have thought.
Leadership
How Accountable Teams Drive Performance in Challenging Times
Roughly 80% of teams are seen as mediocre or weak. This graphic explores the strategies leaders can use to create accountable teams.
The future of work is changing, and new rules are being written before our very eyes.
Teams are more important now than ever before, but many of them are struggling to step up and drive high performance when it matters most.
Creating a Culture of Accountability
Today’s infographic from the bestselling author Dr. Vince Molinaro demonstrates how leaders can create an environment where truly accountable teams can flourish, and employees are inspired to do their best work.
>> Download Dr.Vince Molinaro’s How to Build an Accountable Team
Accountable Leaders Build Accountable Teams
Weak, mediocre teams demonstrate behaviors that can breed a toxic work environment, such as working in isolation or not demonstrating trust among other team members.
In order to combat mediocre teams, leaders must create a culture of accountability in their organization where individuals can step up and be accountable.
“No group ever becomes a team until they can hold themselves accountable as a team.”
—The Discipline of Teams, Jon R. Katzenbach and Douglas K. Smith
When teams take full responsibility for their actions, they manage most issues themselves rather than looking to leadership to solve problems.
Overall, accountable teams demonstrate two critical dimensions: team clarity and team commitment.
1. Team Clarity
Accountable teams should have full clarity about the business they operate in by having the ability to:
- Anticipate external trends both in and outside of their industry.
- Have clarity on the strategy and purpose of their organization.
- Understand the expectations of their stakeholders and the interdependencies that exist with other parts of the company.
- Know what needs to get done and how it needs to be done.
2. Team Commitment
Accountable teams also demonstrate a high degree of commitment needed to deliver results. They do so in the following ways:
- Have a deep sense of commitment to driving success.
- Invest time in working across the organization.
- Work to make their team as strong as it can be.
- Show a deep commitment to one another.
As a leader, these two dimensions are invaluable as a way of thinking about driving mutual accountability and sustaining high performance for their organization over the long-term.
Accountable Teams Drive Extraordinary Performance
Leaders who invest in leveling up their team and promote a culture of accountability can experience transformational benefits, such as:
- Everyone is clear and aligned on what needs to get done.
- Each team member is accountable, pulls their weight, and goes to great lengths to support one another.
- Everyone feels safe challenging one another and confronting issues head-on without fear.
- Team members leverage the unique capabilities of others.
- Everyone works hard but also manages to have fun and celebrate success.
These benefits translate to strong results within organizations. In fact, research shows that high- performing companies have more accountable teams compared to average or poorly performing companies.
The Whole is Greater Than the Sum of its Parts
Whether it’s an executive team, a departmental team, a cross-functional team, or even a team made up of external partners, organizations have become increasingly reliant on teams to achieve success and guide them through uncertainty.
Given the importance of teams in today’s ever-changing world, it is clear we need to increase our efforts when it comes to building truly accountable teams.
As a leader, you are being counted on to demonstrate accountability and create high-performing teams. Are you stepping up?
Business
Flowchart: Are You Working for a Toxic Boss?
Most people have had bad bosses, but is your boss toxic? This flowchart helps you discover if you have a toxic boss and what to do about it.
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