5 RED FLAGS TO LOOK OUT FOR AT WORK

Red flags are visible warnings in the workplace.

They are problems that you need to be cautious about as an employee.

Of course, not all potential problems are true concerns. But some might grow rapidly from small annoyances into large toxic issues.

There are red flags that are a reliable indication that you may be in an unhealthy work environment.

If you suspect that a current or potential employer is toxic, use the following signs to determine how healthy (or unhealthy) the workplace is.

 

1. Absence of a work-life balance.

 

A vital part of a life and a productive work environment is work-life balance.

If you are doing any of these, you may be having issues with work-life balance.

• Answering e-mails or short messages at dinner time.
• Answering phone calls in the shower.
• Working on projects 24/7.
• Working late hours daily.

Sometimes, it is just a matter of adjusting your work habits.

But at other times, the workplace requires or encourages a total abandonment of relaxation, vacation, and work-life balance.

If your workplace expects employees to always be available, that is a sign of a toxic environment. Your leaders or managers need to appreciate that you do not just have a job and that you have a life, too.

Any job has an expectation of the hours you are required to work. Be mindful of the hours you put into your job.

Remember to watch your work-life balance.

Do not take on more than you can, and do not agree to free labour.

You are a professional.

You deserve fair pay for your talents, skills, and work ethic.

 

2. High turnover.

 

High turnover can be an easy way to figure out if there are big issues present.

Although a high turnover is not always an indication of a toxic workplace, it certainly can be.

Try to find out how often and why people quit.

• Because of unfair wages.
• Because of perceived favouritism.
• The organisation has inexperienced management.
• The organisation lacks strategic direction.
• The organisation suffers from ineffective leadership.
• The organisation does not invest in training and development.
• The leadership forces you to compromise your career objectives.
• The organisation has difficulty filling key positions.

A high turnover suggests that the organisation do not pay attention to employee retention. And is probably ignoring the problems the employees are facing.

It tells you that people come and go after a short stint.

You should pay attention to how often turnover occurs.

 

3. Lack of direction and communication.

 

A major area of concern is inconsistent messages from the leadership. It is a red flag if your organisation issues inconsistent policies, ambiguous announcements or only shares half-truths.

It is difficult for you to do your best work if you work for an organisation that issues inconsistent policies.

This include constantly changing its policies, hiding changes in management, and refusing to disclose happenings in the workplace.

A good organisation is transparent. A solid business will keep its employees informed of changes, decisions made and disclose its direction.

 An organisation with strong leadership will keep its employees in the know.

Employees need to hear from leaders the most in these rapidly changing environments.

Unproductive rumours and uneasiness take effect when there is silence.

Leaders need to communicate what is known and promise to communicate what is not known.

Leaders also need to give employees a platform to ask tough questions.

 

4. Employee engagement is lacking.

 

Employee engagement is the emotional commitment an employee has to the organisation and its goals. It covers com­mu­ni­ca­tion, growth and development, recog­ni­tion and appreciation, and trust and confidence.

Work is important as it is a meaningful activity in our lives.

Employees want to add value in their roles and work for a business they believe in. The workplace is focal point for embracing, reflecting, and communicating the organisation’s culture and core values.

An organisation with strong management leads by praising employees, offering constructive criticism, and conducting performance reviews.  It will also chart the growth and development of the employees and involves them in the process of reaching organisational plans and goals.

You should receive feedback in all forms for you to feel like a valued employee.

Your manager should:

• Congratulate you on a job well done and offer areas of improvement (if necessary).
• Review you on an annual (or even semi-annual) basis and ensure that this is not merely a paper pushing exercise.
• Discuss career goals and build­ing a per­son­al devel­op­ment plan that will help to build the nec­es­sary knowl­edge, skills and behav­iours to achieve those goals.
• Share the organisation’s plans and goals for both the forth­com­ing peri­od and the longer term.
• To get employ­ees to come up with their own goals and relate them to the organ­i­sa­tion­al goals.

It is a red flag if your leaders and managers are not invested in your success.

It is difficult for you to grow professionally and acquire new skills if your organisation is not invested in you.

 

5. Old school mindsets.

 

Some leaders like to see you working in person at your workplace.

Developing and empowering talent can no longer be based on “face-time” in the office.

Many leaders assume that “If I cannot physically see my employees working, they must be slacking off.” This applies even to those who consider themselves progressive.

This comes from a lack of trust and fear of losing control.

This will not work as the world of work has become more flexible and distributed.

Leaders must challenge their assumptions about how work gets done.

They must focus more on the outcomes of that work rather than the process it took to get there.

Leaders may need to consider new ways of connecting and coaching team members, assessing talent, recognising success, and delivering feedback.

It has always been essential to hold employees accountable for what they do. But it is also important to relinquish control, and to trust and empower the employees.

 

Note:

One silver lining in 2020 (and going on into 2021) was the benefits people discovered from having more flexibility with when and where they work.

Leaders are figuring out what work model to choose and what expectations to set when it comes to where and how work happens.

One thing that will stay constant is the continued blending of our work and personal lives.

This implies more flexibility to incorporate your personal needs into your day which may include some or more of these:

• Taking time for personal wellness.
• Spending time with family.
• Focusing work time when you know you are at your best.

 

Final thoughts

 

Any organisation potentially has one or more of these red flags you should watch out for.

1. Absence of a work-life balance.

2. High turnover.

3. Lack of direction and communication.

4. Employee engagement is lacking.

5. Old school mindsets.

You deserve to work for an organisation you are willing to stand for. And you want to be assured that your organisation values you, wants to help you grow and is invested in your success.

None of us should have to tolerate toxic environments, not at home, not in relationships, and certainly not at work.

It is never too late to leave an unhealthy workplace. Likewise, it is also never too early to spot the red flags and decide on your next course of action.