No employee deserves incompetent, abusive, or toxic work conditions. Belonging in such an environment may do harm to an employee’s well-being, motivation, and productivity altogether. So, if you’ve ever found yourself in denial whether your standards of a company are set too high, or if your company is just actually really incompetent or toxic, perhaps it’s time to know some red flags in company management for your own peace of mind:
Poorly Conducted Interviews
As a job-searcher, candidates might be too eager to acquire a job that they think too much of their own self-pressures and expectations. In this process, candidates might miss out on paying attention to the details about the company at the onset. In hindsight, these might have been the little red flags that employees have overlooked: late interviews, unprepared interviewers, unprofessional questions, or interviews that just seem too short.
Inadequate Coaching System
This may manifest itself in an employer’s poor coaching skills. For instance, if superiors tend to show that they get frustrated or angry in mentoring employees, perhaps it’s time to reassess. Indeed, employees are expected to meet the company’s expectations, but this does not permit any superior to treat their employees in a way that may be offensive to them.
Micromanaging is the Norm
As much as guidance and supervision are expected from superiors, micromanaging is an unhealthy way to go about this. Since micromanagers tend to take most of the work to their own hands, this impedes employees from learning and growing through practice and work. As a result, employees might not be able to independently perform proficiently.
Lack of Communication
Indicators of bad management may also manifest themselves in the very culture of the company. The lack of communication among employees and between employees and employers may stem from members unable to speak up. Such is due to a myriad of reasons, but may all probably be related to one core idea: people in management are unapproachable, fostering an uncomfortable space for communication.
Other bosses may end up being too uptight with tasks at work, to the point that it comes off “demanding.” While heavy workload may be mistaken with demanding workload, the distinction between them may be viewed better through how the boss administers the workload, rather than the nature of the workload itself. In other words, it is definitely a red flag if a boss makes an already hard thing even more difficult, to the point that it drains employees out more than it healthily challenges them.
No Plans, No Direction
When bosses themselves are clueless of the direction the organization is taking, this is clearly a red flag. A leader without a strategy creates impacts that trickle down to each aspect of the organization; employees may find themselves working too hard for goals that are blurry or difficult to comprehend. This is not because of their own misunderstanding, but because of the lack of plans, and thus, guidance for everyone in the company.
Managers Stealing Thunder
Some managers might end up stealing their employees’ spotlight. This may appear in how they like taking credit for their employees’ hard work, or in simply attributing all of the company’s success to his/her work and his/her work alone. As a result, employees may become not only frustrated at the manager, nor annoyed at the whole management alone — they may altogether be discouraged to work under their superior.
In essence, these red flags start from individuals from management, whose actions result in detrimental effects not only to their own group of higher-ups, but also to the organization in its entirety. Ultimately, the aforementioned red flags are valid grounds for hesitation and doubt towards staying in a company. However, it is still important to voice out these concerns to management first and not immediately leave at once. How management would react and act upon your concerns might then give you an idea about your next steps moving forward.