We've come a long way in protecting employees and over recent years, workplace laws have become much stronger, particularly around harassment, discrimination and bullying. Employers have greater responsibilities than ever before to provide psychologically safe workplaces and rightly so.
Yet despite these important changes, toxic workplaces haven't disappeared and the fact is, most of us have experienced one at some point or other during our career.
Perhaps it was the manager who belittled staff in meetings, the colleague who made coming to work emotionally exhausting or the culture where people were expected to work late every night without recognition. Or maybe it was simply the feeling of walking into the office each morning with a knot in your stomach.
The reality is that while legislation can set standards, it can't change every workplace culture overnight. There are still organisations where poor leadership, bullying, unrealistic expectations or unhealthy behaviours continue to thrive.
The encouraging news is that if you know what you’re looking for, these workplaces can often leave clues during the recruitment process.
Red Flag 1: They Sell the Culture with Buzzwords, Not Examples
‘We work hard and play hard.’
‘We wear lots of hats.’
‘This is a fast paced role.’
None of these statements are necessarily bad, but if they're unable to explain what their culture actually looks like day to day, proceed with caution. Healthy organisations talk about leadership, development, collaboration, flexibility and how they support their people.
Ask yourself: Can they describe their culture with real examples, or just clichés?
Red Flag 2: They Avoid Questions About Staff Turnover
Don't be afraid to ask: ‘What prompted this vacancy?’
Every business loses staff occasionally, but if several people have recently left the same team and the interviewer becomes defensive or vague, it may point to deeper issues. Good employers will be transparent about the reasons behind the job opportunity.
Red Flag 3: The Interview Feels Intimidating
An interview should feel like a two-way conversation so if you're interrupted, discouraged from asking questions or made to feel that you're fortunate simply to be there, ask yourself whether this reflects how employees are treated every day.
Respect shown during recruitment often reflects respect shown after employment begins.
Red Flag 4: They Can't Clearly Define Success
Ask: ‘What would success look like for someone in this role after six months?’
Strong leaders answer confidently, able to outline clear expectations, provide support and know what good performance looks like. If the answers are vague or constantly changing, chances are the expectations will be too.
Red Flag 5: Trust Your Instincts
Candidates often dismiss their own intuition even when they leave an interview feeling uncomfortable. We can be adept at brushing concerns aside to convince ourselves we are over thinking things because the salary is attractive or the company has a recognisable name.
Sometimes your instincts are picking up on something your mind hasn’t fully processed yet - listen to those inner feelings.
Remember: Most Employers Are Good Employers
It's important to say this because it's true. The overwhelming majority of organisations genuinely care about their people and work hard to create positive workplaces with many investing heavily in improving leadership, wellbeing and workplace culture.
Unfortunately, it only takes one toxic manager or one unhealthy culture to make an otherwise promising opportunity the wrong one for you, which is why asking good questions is just as important as giving good answers.
The Best Interview Question You Can Ask
Before the interview finishes, ask:
‘Can you tell me about someone who's been really successful in this team and what made them successful?’
The answer often tells you everything you need to know, revealing whether success is supported, recognised and achievable, or whether the role comes with unrealistic expectations and little guidance.
When choosing your next job, ensure all the boxes have been ticked before moving forward - salary, title, benefits and more importantly, an environment where you’ll be respected, supported and able to build a rewarding career.