Imagine pulling into the parking lot of a new job, only to see this sign. I found this sign in a parking garage in Florence, Italy and all I could think about was how many employees find their dream job and then realize quickly they are in a toxic work environment.
When Jayden started a new job as a software engineer last month, he was so excited. He moved across the country, and felt like this was a new beginning for his career. But then he realized day one was the beginning of his hell.
First he was berated for writing down overtime on his time sheet, even though he was required to stay three hours past his normal workday everyday. (That is illegal!) He also experienced the team's incessant cursing including using words that are especially sensitive (the "c" word to describe female colleagues and the "f" word for LGBTQ colleagues). Finally, his manager froze him out for not joining in uncomfortable conversations about how to improve colleagues' sex lives. Despite receiving praise from cross functional colleagues and even the CEO on his projects, within six weeks, Jayden was fired for not being a "culture fit."
This may seem like an extreme example, but unfortunately, too often hell does exist. To avoid falling into a similar trap, it's essential to ask the right questions during the interview process so you can identify potential red flags. Here are some key questions to make the most informed decision about a new job opportunity:
Company Culture and Values
How does the company ensure that its stated values are reflected in its culture and day-to-day activities?
What it reveals: A lack of specific practices or actions to uphold values may suggest a disconnect between what the company claims to value and how it actually operates, which can be a sign of hypocrisy and a toxic culture.
Can you share a story that highlights the company's core values in action?
What it reveals: If the company struggles to provide examples or if the values don’t seem to impact daily decisions, it might indicate that the stated values are superficial or not genuinely upheld.
Can you tell me about a recent challenge the team faced, and how the team responded?
What it reveals: A lack of collaboration or stories that highlight blame-shifting, micromanagement, or poor communication could indicate a toxic environment where values are not honored.
Team Dynamics
How would you describe the team I'll be working with?
What it reveals: This question can reveal information about the team's dynamics, such as whether they are collaborative, supportive, and respectful. Always be careful if the team is described as a 'family' because it could indicate they are 'too close,' and that can lead to blurred boundaries, an expectation of overcommitment, and difficulty in maintaining a healthy work-life balance
Can you tell me about a recent team project that was particularly challenging and how the team overcame those challenges?
What it reveals: Whether the team rallies together even if they have their own individual deadlines or whether there is a lack of collaboration, blame-shifting, micromanagement, or poor communication that led to the challenge to begin with.
What is the communication style within the team and how often does the team get together to do team building events?
What it reveals: If team-building activities are rare or non-existent, it might indicate a lack of emphasis on team cohesion, which can contribute to a fragmented, isolated, or competitive environment. This lack of connection can exacerbate feelings of alienation or tension within the team, which are often symptoms of a toxic culture.
Can you give me an example of how the team typically handles disagreements or conflicts?
What it reveals: If conflicts are avoided, poorly handled, or lead to lasting tension, it suggests a toxic culture where open communication and conflict resolution are not well-managed.
How long have you and the other team members been with the company?
What it reveals: If the manager has longstanding relationships within certain team members, the manager's decision-making could be influenced and biased based on their long-standing friendship.
What do you think keeps people here long-term and, for those who have departed, what are some common reasons people have left the company or team in the past?
What it reveals: High turnover or vague answers about why people stay and leave can signal underlying issues, such as poor management, lack of growth opportunities, or a negative work culture. If people frequently leave due to "not being able to keep up" (burnout), "they didn't fit" (poor management), or "cultural issues," (lack of inclusion), it’s a strong indicator of a toxic work environment.
Recognition and Growth
How does the company recognize and reward employee achievements? Can you share an example of how someone’s contributions were acknowledged recently?
What it reveals: If recognition is rare or only given to a select few, it may indicate a culture where employee contributions aren't valued, which can breed resentment.
What opportunities for professional development and growth have recent employees in this role experienced?
What it reveals: A lack of opportunities for growth can suggest a stagnant environment where employees are not encouraged to develop, potentially leading to disengagement and dissatisfaction.
Response to Mistakes and Failure
Can you give an example of how you handled a situation where something didn’t go as planned?
What it reveals: If mistakes are met with blame rather than constructive feedback, it could indicate a culture of fear where employees are afraid to take risks or speak up.
How are situations typically handled when someone on the team disagrees with a decision or direction?
What it reveals: If disagreements are not welcomed or if they lead to negative consequences for the dissenter, it suggests a toxic environment where differing opinions are not valued.
Feedback and Performance Reviews
How often do performance reviews take place, and what do they typically focus on?
What it reveals: Infrequent or overly harsh performance reviews can indicate a lack of support for employee growth. Further, an emphasis on punitive measures over constructive feedback can be a sign of a toxic environment.
Can you tell me about a time when an employee struggled to meet expectations? How was the situation managed?
What it reveals: If the response suggests that employees are quickly penalized or dismissed rather than supported, it may indicate a lack of compassion and a cutthroat environment.
Can you describe a situation where employee feedback led to a significant change?
What it reveals: If feedback is rarely sought or ignored from the bottom up, it may indicate a top-down, authoritarian culture where employee voices are not valued.
Can you give me an example of a time you had to provide feedback and how did it land?
What it reveals: The leader's approach to providing feedback and whether it is provided in a way that will resonate with you.
How do you help communication flow between the Executive Leadership team and employees on big decisions and other important information?
What it reveals: If communication is inconsistent, unclear, or decisions aren't shared, it might point to poor leadership and a lack of transparency, both red flags for toxicity.
Work-Life Balance
What does a typical work week look like for the team?
What it reveals: If the answer suggests that long hours and high stress are the norm with little support, it could indicate a high-pressure, unsustainable work environment.
Are there specific policies or practices in place that help employees manage their time in support of work-life balance?
What it reveals: If there are no clear policies or if work-life balance is downplayed, it suggests a culture that may demand excessive work hours, leading to burnout.
Are there times when the workload is particularly intense and if there are, how is that managed?
What it reveals: If leaders don't think about bringing in freelancers or consider alternative planning to help with workload when it is overwhelming, it could lead to burnout when there are departures or leaves of absence on the team.
How does the company view flexible work arrangements, such as remote work or flexible hours?
What it reveals: The company's commitment to accommodating employees' needs such as for doctor's appointments, kids' activities, and family care will help you understand whether someone will be watching your coming and going.
What programs does the company have to support employee well-being and work-life balance?
What it reveals: If the manager doesn't know about the programs and directs you to HR, that tells you that the manager doesn't think about employee work life balance and well-being as part of their job.
Diversity and Inclusion
Can you share how the company ensures that all voices are heard, especially those that might be in the minority?
What it reveals: If minority voices are not actively included or if there’s no clear mechanism for ensuring inclusivity, it suggests a culture where certain groups may be marginalized or ignored.
Can you share examples of company initiatives or programs to support diversity and inclusion that you have found particularly impactful? -
What it reveals: If the interviewer stumbles or can't answer the question, there may not be any meaningful diversity and inclusion efforts, or they are not taken seriously, and the answer may reveal a lack of commitment to creating a fair and inclusive environment.
Can you describe a step you've personally taken to reduce bias and champion diversity?
What it reveals: A long pause or lack of answer here will mean diversity and inclusion is not top of mind for the interviewer.
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Asking these questions with a curious mind (not accusations) and carefully observing the interviewer's responses, can help you gain valuable insights into the company culture and identify potential red flags. Behavior that may be misaligned with your values could reveal a toxic environment that would be harmful to your mental health, productivity, and overall well-being.
The journey is yours.
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