Workplace Culture Insights

How can you tell if a prospective workplace is toxic? I have ignored the red flags 🚩 too many times in my career. So let me break it down for you: 1️⃣ A bad interview process “A bad candidate experience is a window into the company culture,” says Joel Lalgee. “Poor communication from the recruiter, ghosting, and endless rounds of interviews are just some of the red flags that there may be multiple things broken within the company.” 2️⃣ What current employees say — and don’t say Listen carefully to the responses current employees give when you ask questions. You can study & read between the lines of what they say and don’t say: “Sure, the team is small. But there’s a huge opportunity to really drive and own things and make an impact.” “We are pretty flat and don’t place much importance on titles.” “We believe in a meritocracy. Our employees are judged on performance alone.” Be sure to ask follow up questions to get more information. 3️⃣ Lots of employees seem to be leaving, not joining A lot of openings could be a sign of growth, including expanding current products or services or entering into new lines of business. It could also signal significant turnover due to toxicity, especially if the same openings keep showing up in a specific department or division. You may be excited to move forward to your next opportunity, particularly if you’re trying to leave an unhealthy work environment. But don’t ignore the signs that may be right in front of you. 🚩🚩🚩 Check out my full piece in Harvard Business Review for more tips & guidance. What would you add to the list? #leadership #inclusion #culture #MitaMallick

Working at a toxic company isn't just emotionally draining—it can shorten your life. So many of us work hard so that someday we can enjoy our lives, ignoring the fact that each day is a gift, and that we are more than what we spend most of our time on during the week. Stanford's Jeffrey Pfeffer connected workplace stress to 120,000 annual U.S. deaths (link in the comment below). Here are my top tips for avoiding toxic companies, after working at several and interviewing at far more than that: 1. Ask your interviewer how the company has supported them, how the company handles conflict. Ask them to describe the work environment for you. Pay attention to how they behave as they answer your questions. Are they respectful, engaged, and transparent? Or are they rushing through the interview or avoiding certain topics? Not answering your question gives you an answer. 2. Research company reviews: Check platforms like Glassdoor for employee reviews. Look for consistent complaints about management, work-life balance, or toxic culture indicators. Glassdoor has been spot on at almost every company I've worked at. 3. Keep an eye on the onsite work atmosphere. Are employees engaged and interacting positively, or does the environment seem tense and unwelcoming? Be polite, and pay attention to your intuition. Your gut is much more important than a storage cabinet of digestion for your lunch, it signals danger, and when you pay attention to it, you can survive - and thrive - in corporate America.

The scream came from the office kitchen. It was followed by "You're dead to me!" Then the door slammed. That's a loud and clear sign of a toxic co-worker. Most are more subtle, but no less awful. One toxic worker can change the whole feeling of a workplace. Their behavior can be insidious and hard to nail down. Sadly, management rarely confronts the negative impact. In this case, "management" was me. I wasn't paying enough attention. I was on the road a lot and no one wanted to "bother" me. But the responsibility? That was on ME. Now I know better, and I know what to look for. Here are 9 red flags that can signal a toxic co-worker: 1. Gossiping or spreading rumors 2. Undermining or subtly sabotaging colleagues 3. Stealing credit 4. Shirking work 5. Constant whining & complaining 6. Forming cliques and excluding others 7. Withholding information or resources 8. Ignoring others’ boundaries 9. Volitile and unpredictable emotions How can you respond if a co-worker exhibits these behaviors? These strategies can help: Observe & Document 📒 ↳ Record incidents, note witnesses, identify patterns Set Boundaries ⏸️ ↳ Politely communicate limits, enforce consistently Limit Interactions ✋ ↳ Keep conversations professional and brief, avoid gossip Practice Mindfulness 🧘🏽♀️ ↳ Pause before responding, stay calm and professional Address Directly 🗣️ ↳ Have honest, non-confrontational conversations when safe Protect Health 💜 ↳ Prioritize self-care, seek support, manage stress Seek Support/Escalate 🆘 ↳ Involve manager or HR with documented evidence if needed Know Your Limits 🛑 ↳ Consider a transfer or new job if situation is unresolvable And, if you lead the team: ✅ Accept responsibility ✅ Make sure you are accessible ✅ Create a culture of communication ✅ Set a high bar for everyone supporting one another ✅ Confront issues immediately and directly ✅ If someone can't get on board, let them go Have you seen this situation handled well? What was done? Tell us in the comments! 🎉You've got this and I've got you!🎉 ♻️ Repost to help others who are dealing with a toxic co-worker 🔔 Follow Sarah Baker Andrus for more strategic career insights 📌Want job search support? DM me to chat!

I once experienced a highly stressful work culture that caused my retina to detach, potentially leading to blindness if left untreated. That incident made me realize the numerous signs of toxicity in my workplace and motivated me to find a company with a healthier work culture. Which motivated me to create a series on, “Signs you might be working in Toxic Workplace”. In this video series, I will be exploring the different signs of a toxic work culture. Today, we'll focus on the second sign in the series: Lack of Trust. Working in such an environment can have a severe impact on your physical and mental well-being. So being aware of the signs can help you be proactive. Here are a few red flags 🚩 to look out for: 🚫 Commitments being made, but not kept 📝 Others taking credit for your work 🗡 Betrayal of confidence 🤲 Insufficient support 🪟 Lack of transparency When you encounter these red flags, reach out to a mentor, a trusted senior manager, or someone in Human Resources for advice on how to address the situation. If you desire change, don't hesitate to speak up! If you notice multiple red flags, it may be a clear indication that it's time to explore opportunities in companies with better work cultures. Stay tuned for the third sign in this series, coming next Wednesday! 💬 What are your thoughts on the significance of trust in the workplace? Share in the comments below. #WorkCulture #Careers #FelipesFive #FelipeCofiño #StopTheToxicity #Trust

If I've learned one thing in my years of leadership, it's this: The success of your team will be largely determined by the trust you build with them. This applies to nearly every aspect of teamwork: Who you collaborate with. Who you solve problems with. Who you rely on during challenging times. Who you share successes and failures with. Achieving goals matters, but ultimately, it's the trust and relationships you build along the way that drive long-term success. Not convinced? Research consistently shows that high-trust organizations outperform others. Trust leads to better communication, increased collaboration, and a more engaged and motivated team. Here are 3 ways I’m making trust-building a priority in 2024: Open Communication:  ➟I encourage regular, honest conversations with my team, creating a safe space for them to share ideas, concerns, and feedback. Consistent Support:  ➟I make it a point to support my team members, providing the resources and assistance they need to succeed, and showing that I have their backs. Leading by Example:  ➟I practice transparency and integrity in all my actions, demonstrating the behaviors I expect from my team. Building trust isn't a one-time effort; it's an ongoing commitment. But the results—a cohesive, resilient, and high-performing team—are well worth it. How do you build trust with your team? Share your strategies below! #Leadership #TeamBuilding #Workplace #SuccessThroughTrust #HighPerformingTeams #WorkplaceCulture

➡️ The Unseen Cost of Constant Connectivity: Why Leaders Must Champion Real Breaks. Recently, a friend shared their struggle with the ‘always-on’ culture that’s been mounting at their work. The expectation to be constantly available, even at odd hours, was not just overwhelming but also unsustainable. ☑️The Pressure Cooker Environment: Continuous work without rest leads to a pressure cooker situation. It’s not just about the hours clocked in but the mental load that comes with it. ☑️Whole Self = Whole Success: Prioritizing your whole self isn’t a luxury; it’s a necessity. Our mental and physical well-being directly impacts our productivity and creativity. ☑️Corporate Values vs. Reality: As corporations tout values like work-life balance and well-being, it’s crucial for us, especially leaders, to ensure these are not just words but actions lived daily. 📌 Steps Leaders Should Put Into Action: 1️⃣Encourage Real Breaks: Advocate for true downtime, where employees can disconnect without guilt or fear. 2️⃣Set Healthy Boundaries: Establish clear work-life boundaries. Being on-call 24/7 shouldn’t be the norm. 3️⃣Lead by Example: Demonstrate the importance of breaks through your actions. When leaders take breaks, it sends a powerful message. 4️⃣Open Dialogue: Fosters open conversations about work pressure and mental health. It’s okay to admit when things are getting too much. 5️⃣Align Actions with Values: Ensure that the company’s stated values are reflected in its daily operations and policies. This conversation was a reminder for me. It reinforced the importance of not just taking breaks, but also creating an environment where taking care of oneself is encouraged and valued. We must live our values and encourage our teams to prioritize their well-being. Remember, a well-rested, mentally healthy team is more productive, creative, and ultimately more successful. To put this into practice, I left work early last Friday at 3 PM and went kayaking. As I glided over the water, each stroke initially brought thoughts of unresolved work issues. But gradually, my focus shifted. The rhythm of the water, the gentle sounds of nature, it all cleansed my soul. This moment of peace highlighted the stark contrast between the frantic pace of work and the calming embrace of nature. It’s in these moments of tranquility that we find true renewal. Remember, our work is important, but it’s not everything. Let’s not forget to take the time to truly live before it’s too late. PS - use all of your PTO. #KayakingForTheSoul #WorkLifeHarmony #NatureHeals #LeadershipLessons #WorkLifeBalance #MentalHealth #CorporateCulture #Leadership #SelfCare

A few years ago, I worked with a hospital that was struggling with high turnover rates and low morale. People simply didn't feel valued or heard. Our strategy was aimed at reshaping organizational culture, and we believed the key to this transformation was leadership development. We coached leaders on conducting regular one-on-one check-ins with team members, which provide opportunities to discuss progress, address concerns, and invite feedback. We stressed the need for leaders to recognize people for their efforts and the pivotal role they play in the organization. We guided leaders on fostering psychological safety, ensuring an inclusive environment where everyone feels comfortable sharing ideas and asking questions. Over time, things started to change. People not only felt recognized, but they also began to communicate more openly, bring forward ideas, express concerns, and collaborate. Morale rose, turnover decreased, and quality improved. This transformation aligns with what neuroscience teaches us. Our brains naturally thrive in environments that foster trust, respect, and positivity. Leaders who tap into this understanding not only create better work environments but also elevate overall team performance. I encourage healthcare leaders to focus on the culture they are building. See the difference it makes in your teams and the care your patients receive. Strong teams and strong cultures lead to outstanding results, which means a healthier healthcare system for all. Have you experienced a similar transformation in your organization? What have you found effective in boosting culture? Share below! #Healthcare #Leadership #teamwork #Leadershipdevelopment

Hey Hey, Beautiful People! 🫵🏾🫵🏾🫵🏾 I saw this quote and it reminded me of why I do the work I do. 🎯 I’ve witnessed—and even experienced—the harm caused by personality politics and positional power in toxic workplace cultures. Environments where silence is rewarded, favoritism is masked as loyalty, and accountability depends on your title, not your behavior. We can and must do better. ❤️🩹 Creating a culture of psychological safety and integrity means holding everyone accountable to the values we claim to stand for—not just the ones we like or report to. Leaders must model this first by speaking up, setting standards, and dismantling the harmful hierarchy of “who gets corrected and who gets protected.” Here are 3 ways leaders can build a culture of doing what’s right—not what’s convenient: 1️⃣ Lead with values, not titles. Create systems where values are the standard—not hierarchy. 2️⃣ Normalize courageous conversations. Equip teams with the skills to speak up respectfully and address harm without fear of retaliation or exclusion. 3️⃣ Reward integrity and allyship. Celebrate those who take a stand for what’s right—even when it’s hard. Everyone deserves a leader and an ally who stands for what’s right, not just who’s liked. Let’s grow together! 🌱 #Leadership #PsychologicalSafety #WorkplaceCulture #safeseenheardvalued

Trust is built through actions, not words! Trust is at the heart of any effective leadership style. I’ve found that it can make or break a team's performance, morale and overall success. Today, I want to share some insights on building and maintaining trust within your team, based on my 20+ years of experience in leadership roles. Transparency is Key: Share important updates, both good and bad. If something isn't going well, it’s better to let your team know rather than keeping them in the dark. People appreciate honesty. Open-Door Policy: Make sure you're approachable. If team members feel they can come to you with any problems or suggestions, you’re on the right track. Be Consistent: Try to treat everyone fairly and keep your promises. If people know what to expect from you, they're more likely to trust you. Acknowledge Mistakes: We're all human... we all make mistakes. Owning up to them shows maturity and reliability, two qualities that help build trust. Provide Feedback: Positive or constructive, feedback helps team members know where they stand and how they can improve. It's a two-way street... encourage them to provide you with feedback too. Tip: Always use Positive Reinforcement when giving feedback... don't make it all about the individuals shortcomings. Empower Your Team: Delegating tasks or responsibilities not only shows you trust your team's skills but also encourages their own development. The sense of ownership they get from it often leads to better results. Show Appreciation: Recognize and reward good work. Simple acts of appreciation can go a long way in building a positive and trusting work environment. Stick to Your Values: Integrity is crucial. If your actions reflect your words, people are more likely to trust you. Active Listening: Take the time to listen to your team's concerns and ideas. This not only fosters trust but can also provide you with valuable insights. Follow Through: If you commit to something, do everything in your power to make it happen. This confirms that you're reliable, further building trust. Leadership isn't about pretending to have all the answers. Simon Sinek - "In leadership, the quickest way to lose trust is to pretend you have all the answers. The best way to build it is to prove you don't." #LeadershipTrust #BuildingTeams #TransparencyInLeadership #LeadershipDevelopment #EffectiveLeadership

I hated this interview question as a candidate: "Why did you apply to this role?" (or some version of this). To me, it seems pretty self-explanatory! Believe it or not, how you answer this question impacts your performance in the interview. Shallow answers will turn people off (e.g., “I found this opportunity on LinkedIn and it seemed like a good fit”). Recruiters, hiring managers, and your peers want someone that's excited about the company and has specific reasons for wanting to join. I developed a formula for answering this question. It's genuine and it leaves a solid impression with the interviewer. I call it the "matching principle". Here's how it works ... —— Step 1. Review the job posting and make a list of which requirements you meet. In this step you're "matching" your background and skills to the role. You can explain during the interview that you feel this is a good fit because you bring specific experience that they want. This is an opportunity to briefly sell why you're a good candidate. Example: "A big reason I applied to this role is because it aligns so well with my background. I noticed on your job posting that you're looking for someone with solid CTI experience, specifically open source-collection and querying. In my last role I spent significant time doing similar work using tools like Maltego, Shodan, and Python scripts. I'm also very strong with intelligence reporting which seems to be an emphasis on your team." Step 2. Consider the type of work culture you want and then research the company's mission, values, and offerings through their careers page, website, social media, and Glassdoor. Write down things they offer that are important to you (e.g., remote work/flexibility, growth/development, employee recognition, etc.). In this step you're "matching" what the company offers to what you want in your next role. Example: "I did a lot of research on [company name] and was impressed with the emphasis on teamwork, community, and the open-door policy among leadership. This type of culture is very appealing and something I've been missing in my current role. I'm also very drawn to your mission and the work you all do with [xyz] really excites me." ___ Remember to always be yourself and be genuine. There may be other specific reasons you want to work somewhere - share them! This is just one framework you can use.