How do you spot a toxic environment right from the day one you set foot for an interview?

28 Comments

1. AnonymousJuly 21,2022 at 9:18PM UTC

   Very seldom with anything by a feeling.

2. AnonymousJuly 21,2022 at 9:44PM UTC

   You have to be proactive and ask the right trigger questions that the average turd cannot get around.

   If someone has difficulties or gets very vague in answering the following questions, its as bad sign:

   1) Can you give me an example of the types of activities and teams I would be involved in and the types of teams I would be collaborating with?

   2) Thats awesome, can you share any recent success stories regarding some of your amazing staff?

   3) What are some challenges that you experience day to day in leadership as it relates to both tasks and your staff?

   4) Are there opportunities for career progression with the type of position I am interviewing for? Can you give me a recent success story of someone recently promoted from my position?

   5) I would like to learn more about how your team collaborate, not only with each other but with other offices, clients, stakeholders, etc. Can you tell me about the various teams I can expect to participate in?

   Don't just listen to their response, observe their body language. If the panel flinches, circumvents are shows disinterest in your question, it can cause one to believe that they might not be the type of people centric organization that cares about the wellness, happiness of their staff, well atleast enough to retain them.

   To take it a step further, request 3 other things
   1) do a walk around to see the environment and say hi to staff.
   2) if you can sit down and ask questions to someone who holds the same or a similar position you are being interviewed for.
   3) If given an offer, request to shadow for a week (even if for free) to get a good sense of how the staff interacts and the sentiment.

   If permitted to do any of these things, pay close attention does the staff genuinely look happy, sad or indifferent. Do folks look motivated or worn out. Do you hear lively chatter or moaning and groaning. Do people give you evil eye or fearful eyes telling you to run. People should use their animal instincts and use all of their senses to examine the environment around them during the interview. being too excited and laser focused on getting it done and over with can cause folks to miss out on important cues to learn whether or not its a toxic environment.

   Great Question and good luck!

3. AnonymousJuly 23,2022 at 1:22PM UTC

   That was such a good reply! I really enjoyed reading your response! A lot of great questions to ask. Thank you! I wish I read this 6 months ago!

4. AnonymousJuly 24,2022 at 1:25PM UTC

   Aahahah thanks! I wish I told myself this 20yrs ago when I was too scared to speak up.

5. AnonymousJuly 21,2022 at 9:55PM UTC

   Look for whether the people you are interviewing with are supportive of one another.
   Does the recruiting team speak highly and/or work well with the hiring manager or other teams you are meeting with? The perception of whether a company has a positive environment can be key.

   If a company supports key internal resources and support teams that could be a positive sign.

   Toxic companies tend not to promote from within or support employee career growth. If there is conversation of a career path in your interview that can be a good sign. Ask who you are meeting with about their career journey there. Sometimes it helps to look for the positive indicators and if they are not there than it could be a sign of a toxic environment.

6. AnonymousJuly 22,2022 at 5:01PM UTC

   The downside of an organization that promotes from within is that it can be very insular and stuck in its (old-fashioned) ways. Asking about management training for people who want to move up (as if you would be that manager wannabe) will reveal the extent of training that your boss & boss's boss have had. I just escaped an organization that rarely hired from the outside, and I was an outsider for over 10 years. I got pushed out because I didn't adapt to the "culture." I'm rather proud that I couldn't adapt, because it was a toxic, micromanaging, dysfunctional culture. I think working there may have held me back, as other potential employers may have known that I was in an environment that was underperforming (it's a small world in my field).

7. AnonymousJuly 21,2022 at 10:00PM UTC

   I echo the other comments and would also ask the following questions, possibly from HR:

   Why is this position available (turnover, new hire, etc.)?

   What is the turnover rate in this area? Any insight into why? Are there a lot of openings at this company/in this function at this company?

   I would also look to see if there is anything on Glassdoor, or any news about the company. For example, are there comments about unusual management practices that haven't gone well with employees? Are they involved in any litigation? Have there been financial troubles? Has the company just been acquired/is it on the block for sale, or has it undergone a reorganization?

   Are you on LinkedIn and do you know anyone well enough to ask what they know?

   Look at the body language of the interviewers. Is there obvious tension?

   Again - trust your instinct. If it seems icky, it may actually be.

8. AnonymousJuly 22,2022 at 12:26AM UTC

   I found the best way is to ask around in your industry. Interviewers will lie about everything if they are desparate enough, and if you really need the job and don't have the luxury of waiting on another offer or picking and choosing between offers, you may miss the warning signs.

9. AnonymousJuly 24,2022 at 5:01PM UTC

   I agree that you should ask and that negative answers are telling.

   But some toxic managers are great at putting on an amiable facade for higher ups, business partners and. clients, so they might have excellent reputations in their industry.

   Best sources, if you can find them, are former employees.

10. AnonymousJuly 22,2022 at 12:57PM UTC

    It’s difficult. I’ve been fortunate in that only one job I accepted had a really bad culture. In that interview, there were employees who had the same job for which I was applying. As it turns out, they didn’t have the experience to know they were in a toxic culture. The place was run by intimidation. One person gave me a bad vibe. I didn’t listen to my instincts and took the job without looking deeper. Worse work year ever and it took years for my career to recover.

11. AnonymousJuly 23,2022 at 1:00PM UTC

    Great question! I accepted a HR position even though it didn’t feel right. From day one I knew it was a mistake. The HR department was managed with intimidation and belittling. I should have asked about the department turnover. Turns out no one stayed more than two years, except for the director. The person I replaced quit after 20 days! I moved on very quickly.

12. Milissa BertrandJuly 23,2022 at 2:25PM UTC

    I accepted a job 6 months ago where the interviews went really well and I felt like the energy and vibes were all about me getting this job.

    It was a full time position, wfh, benefits, they give you the equipment you’ll need for the job, company gatherings every once in a while, such as the zoo with family on a weekend or after work meet up for some bowling, drinks and apps.

    Just a nice, light feeling like okay I’m glad I got the interview here and I really hope I get this job kind of vibe.

    After about 3 weeks (imagine the sound of a prison door locking)…. My world was flipped tipped and rocked. One of the department managers, who just so happens to have the same last name as the owner of the company (deep gasp here) had a training with me and at the end of my statement to him. I took a breath and let it out. A little sigh if you will like a whew but w/o saying whew. It was a difficult training and I did well with my answer and so I sigh-whewed. He was so offended over that and ended the training so fast and as soon as we all hung up he called me personally and told me to start sending all of my work to him everything that I do will go to him first and then made me take my lunch break at 10:30am.

    Soon after I started feeling like I wasn’t in Kansas anymore. I was nervous and a pit in my stomach whenever he’d reach out to me or call. I hated feeling like that. Also the toxicity with coworkers started rearing it’s head. It can happen even working remote. Really, believe me.

    I lasted there for exactly 6 months. Thankfully, when I left my old employer we had a good relationship still and she happened to reach out to check in on me. Needless to say I’m going back to work with her for more money and hybrid.

    I said all of that to say I was lured into a trap! They sure had my gut-feeling fooled!

    I'm so much happier now. Mentally and physically I feel so much better. :-)

13. AnonymousJuly 23,2022 at 2:31PM UTC

    One good indicator is turnover. It should have been my first clue when 7 people moved through the department in less than 3 years. It was the worst job I ever took. I hated it from the first week I started at the company.

14. Crystal HowellJuly 23,2022 at 2:36PM UTC

    Go with your gut!

    Visit the company as a customer and see what happens. Good luck!

15. AnonymousJuly 23,2022 at 2:48PM UTC

    Funny you would ask, when I started my job, there was hardly anyone there. A whole new team was hired. Four years later, everyone had left. The manager targeted people, until they left. And she moved onto the next one.

    I never understood it, until I was targeted.

    I don't know how to spot it during an interview, take your chances.

16. AnonymousJuly 24,2022 at 1:53PM UTC

    This happened to me. It’s not cool when a manager targets people. Being on the look out for such patterns is crucial. It helps to listen to what coworkers say before quickly putting your opinion on them also.

17. AnonymousJuly 25,2022 at 3:36PM UTC

    THIS. Did we work for the same company? My previous job was with an IT services company that branded itself as a "start up" in spite of being in existence for over 5 years. The entire team, including me, was new. I eventually found out that the real "team" was comprised of the CEO and my direct manager. Those two had worked together for 20+ years in various iterations of this "start up" and everyone around them were just supporting characters to their latest scheme. And not even "supporting characters" - more like scapegoats for when he or she made a collossal error and needed someone to pin it on. They'd hire highly qualified people for roles they dreamed up in their minds, but none of these people would be allowed to do the jobs they were allegedly hired to do, nor were either of them qualified to run any kind of an organization. These companies were developed with a combo of his money and money they grifted through state labor programs. It was the first time I ever saw this dynamic in any work environment, but now I know what it looks like and to avoid it. It's like relationships with love-bombing narcissists: you don't believe it can happen to you until it does. And forevermore, you will know it when you see it.

18. AnonymousJuly 27,2022 at 4:35PM UTC

    I just left a job after only 2 months for the exact same reasons: narcissistic CEO with radical, combative publicly opposing political views and shaming with a penchant for bullying (i.e. target). I was targeted numerous time in those 2 short months. This was also a so-called "start-up" that is 9 years old! Worst workplace experience of my life and can sleep at night now that I've removed myself from the toxicity.

19. AnonymousJuly 23,2022 at 4:01PM UTC

    You first need to think about what environment sounds appealing. Do you like working in silence or do you like the occasional laughter. Are you looking to work with people in your age range or are you ok being much older or younger. Do you care about fitting in, being included in non work gatherings, are you a private person. Who are you, what do you want to surround yourself with. Then think about management style. What kind of feedback do you like. How do you handle corrective criticism. Are you a sensitive person, are you outgoing. All of these things will determine how well you fit in therefore how you view your environment. What you find toxic someone else may not and this is why a lot of companies do not address the issue. They actually see the complainer as the issue because they are a wrong fit. Take what you want and who you are and form questions that target the team relationship and management style.

20. Mary WehrleJuly 23,2022 at 4:01PM UTC

    Always ask at the interview why the position is open. That answer can be quite telling. If the previous staff person was promoted, you may have an opportunity to grow yourself. Ask about company culture and make sure you take the temperature of the room. Does it seem tense? Are the workers all quiet and staring at their computers? Is there laughter or cheerful talking?

    As a career consultant, I had a client arrive early for her job interview so she decided to use the ladies room to freshen up. She discovered a woman in tears because she was so unhappy and told my client about all the toxic management. My client didn't bother to stay for the interview. It was a smart decision by her. My son worked there and the company had a consistent 75% turnover rate. HR told him it was because they were hiring the wrong people.

21. Joanna PoeJuly 23,2022 at 5:22PM UTC

    One red flag I've seen a couple of times is watching who does most of the talking; if it's the person running your future department, that may be a bad sign.

    If you get to be interviewed by your future manager and some people who already report to them, watching their dynamic can be telling.

22. AnonymousJuly 23,2022 at 6:01PM UTC

    I would also say trust your intuition. Additionally, in my last role, I assumed that the previous person in the role did not have my level of experience and that's why she got caught up in the drama of dysfunction. The truth was my ego/hubris assuaged my intuition and I was the third executive director to leave in less than three years. I love asking about why the position is being filled but if the company has a turnover issue, I would expect them to be defensive about that. Listen to what is and is not being said out loud, ask lots of questions, and pay attention to their responses and answers and how they make you feel. Always trust that, it will not likely change!

23. AnonymousJuly 24,2022 at 4:54PM UTC

    Excellent question!

    I doubt that anything is foolproof, but here are some things to ask about or notice:

    1)Your rapport with the people you are interviewing with, especially the hiring manager.

    2)Turnover in the company and in the job you are interviewing for. If turnover is high, that’s a red flag.

    3)Manager’s account of why the position needs to be filled. If dissatisfaction is expressed about the person who now holds/just held the job, that might be problematic. If, on the other hand, your predecessor was promoted, that’s a good sign.

    4)The hiring manager’s description of the ideal candidate. Does that sound realistic (good) or unrealistic (bad)? Does that sound like you (good) or not (bad)?

    5) Manager’s description of the department, the team and the job. Positive, upbeat is good. Dissatisfaction is bad.

    6)This might not happen in the initial interview/s, but it should happen toward the end of the interview process: were you given a tour of the space, introduced to potential colleagues and/or given an opportunity to interview with one or more potential colleagues? People who like/are proud of their teams want colleagues to meet potential new hires. Toxic environments are not as likely to offer meetings.

    7)What is the receptionist’s attitude? How about administrative or junior personnel, if you encounter any? Positive and friendly is a good sign. Abrupt/unfriendly is a bad sign.

    8)Posts about the company on social media from previous employees. Generally negative comments are a red flag.

    Again, none of these items are guarantees, but together, they may be revealing. Again, this is an excellent question.

24. AnonymousJuly 24,2022 at 6:44PM UTC

    Ask to interview with the team you will be working with. It sounds like an outrageous request but it’s not. There is more to being seen as the right fit in the eyes of upper management. You need to be a right fit with the people you will work closely with. You can also pick up on a lot from an informal interview with these people. One time I interviewed with the team I picked out the team bully immediately. I declined the job offer but my industry specialty is very specific and small so I knew who took the position. Questions definitely help but observation is golden.

    Let’s say you have a bad track record when it came to attendance. During an interview you were asked approximately how many days of work you missed in the past year. Knowing your response would cost you the job you fudge it. So asking turnover and all of the other lovely questions may not get you what you the most honest response. Ask but really focus on body language and later reword the question and ask again. Compare the response and body language.

25. Paula BrantnerAugust 2,2022 at 4:06PM UTC

    Picking up from this....when you're asked questions that may inquire about prohibited topics, it's a big red flag.

    If your absences were the result of FMLA or pregnancy leave, or ADA accommodations, then how do you answer that question?

26. Milissa BertrandJuly 24,2022 at 9:30PM UTC

    I believe a warning sign was the names of the people in the company. Same last names. But I was already caught and reeled in by then. So in a way I was blindsided. I should’ve read the reviews about the company. I did after the fact and I realized a lot that was left in a review was still happening. Very shortly after seeing that and from what I felt, I left.

27. Laura BloomJuly 25,2022 at 7:44AM UTC

    The two things I think that create toxic work environments are an authoritarian, controlling culture. Along with a boss who has Narcissistic traits.

    Unfortunately military and civilian government work places trend toward these characteristics but I would: try to meet my direct supervisor before I take the job and assess does she seem cold, rigid, uptight, unfriendly, inflexible? Does communication just flow from the top down or bottom up. Is there a tense feeling in the room, especially when your boss is present. Is there flexibility in the work schedule: can you work remotely, change your hours? Do they micromanage? Is there high turnover? Mostly I try to tune in to an authoritarian, rigid culture with worried, fearful workers as portending a problematic work culture.

28. AnonymousJuly 27,2022 at 11:11PM UTC

    I wish I could tell you how to spot it. I took a position (after I had a great interview and everything looked awesome!). After the first day, I knew I had made a BIG mistake accepting the position. I quit after sticking it out for a month (after almost giving my notice after two weeks). I also found out the firm had gone thru quite a few people (some left at lunchtime). Good luck to you.