Identifying the Red Flags of a Toxic Work Environment

If you’ve ever been through a job interview, you know how nerve-wracking it can be. But what happens when the interview takes a turn for the worse and the hiring manager starts exhibiting negative behavior?

Recently, a friend of mine went through a job interview for a role that was a perfect match for her skill set, offered growth opportunities, and seemed to have a great company culture. However, things changed during the interview with the org head. In the beginning the questions asked in the interview were generally about how she would handle certain situations or people. However, as the interview progressed, the questions became too technical and repetitive.

When she politely asked if he received feedback from the previous interview sessions (this was her fourth and last round), he confirmed that he had. She found his distrustful tone, cold vibe, and dismissive behavior concerning. She maintained her composure and answered the questions to the best of her ability.

After the interview, when she called me to share her experience, she was disappointed and feeling completely let down. Despite being qualified for the job, she now doubted herself whether she was a good fit for the company. It took several minutes before I could get her to see the hiring manager’s behavior as a red flag. In absence of proper tools, she wasn’t able to see that the interviewer’s behavior was the problem and not her.

Even if a hiring manager is intentionally asking tough questions, they should still be respectful and make candidates feel valued.

Unfortunately, my friend’s experience was far from that. She felt discouraged from asking questions and ultimately left the interview feeling uncertain and uneasy.

Her experience made me realize that there are often signs of toxic behavior that we ignore during the interview process. It’s important to identify these signs and know how to respond.

Here are a few things to look out for in a potentially toxic hiring manager:

1. Look for signs of disrespect: dismissiveness or rudeness, such as avoiding eye contact, multitasking during the interview, cutting you off mid-sentence without reason, or rushing through the interview.

2. Notice if the hiring manager is overly critical, focusing more on your weaknesses than your strengths, giving unsolicited criticism of your responses, belittling your accomplishments (e.g., in my friend’s case, the interviewer commented about the hyped image of her university), being vague about expectations or standards, or blaming others for past mistakes or failures.

3. Pay attention to signs of micromanagement, such as asking overly specific or detailed questions about previous work experiences, frequently interrupting you or finishing your sentences, asking about work habits and routines, or providing excessive details about the job.

4. Look for signs of demanding behavior, such as emphasizing the importance of hard work and dedication, driving results, high expectations, or pressuring for quick results or tight deadlines.

Identifying negative or toxic behavior during an interview can be difficult, but not impossible. It is important for all of us to consider the team culture and management style of the position we are considering. This should be part of our evaluation process before accepting a job offer.

Here are a few questions that you can consider asking during a job interview to gain a better understanding of a hiring manager’s leadership style and behavior:

Disrespectful behavior

Question: Could you provide an example of how you responded when an employee raised a concern or question?

If they provide a vague or dismissive answer, it may be a red flag. A good response would be one that shows a willingness to listen and address employee concerns in a respectful and constructive manner.

Lack of accountability

Question: What is your approach to handle an unexpected challenge, as a manager?

A good response to this question would demonstrate self-awareness, accountability, and problem-solving skills than complaining/blaming examples.

Micromanagement

Question: How do you measure the success of your team members? or How frequently do you provide feedback on their performance?

Response to this question will help identify if the manager is overly focused on the details and minutiae of their team members’ work, or if they provide feedback in a constructive and supportive manner.

Lack of transparency

Question: How do you maintain open and honest communication with your team, particularly when discussing challenging or delicate topics?

A good response will show that they have developed a strategy for open and honest communication and that they have created a safe space for their team members to ask questions and share thoughts.

Defensiveness

Question: What constructive feedback have you received in past from a team member or employee? How did you act on the feedback?

This question can help identify if the manager is open to receiving feedback and willing to make changes based on feedback.

Inflexibility

Question: How do you encourage innovation and creativity within your team?

This question can help identify if the manager values new ideas and is willing to take risks.

Overbearing behavior

Question: How do you handle disagreements or conflicts with team members?

This question can help identify if the manager tends to use aggressive or demeaning language when dealing with conflicts.

Asking these questions can provide valuable insights into the hiring manager’s ability to handle feedback, adapt to change, and resolve conflicts. It can also help you make an informed decision about the job opportunity and the company’s culture.

Remember, the interview process is a two-way street, and it’s important to evaluate the company and its culture just as the hiring manager is evaluating you.

Don’t be afraid to ask questions or seek clarification if you notice any signs of toxic behavior. It’s better to know for sure than to take a chance on a toxic work environment.