Audio Version (08:33)
The job interview isn’t just about the company assessing if you’re the right fit—it’s also an opportunity for you to gauge if the company, team, and especially your potential manager align with your expectations and values.
A toxic manager can lead to an incredibly challenging work environment, affecting your motivation, mental health, and long-term career growth. Knowing how to spot early signs of toxicity can help you avoid joining an unsupportive or even harmful workplace.
In this article, we’ll explore the common red flags that might indicate a toxic manager and provide tips on how to spot these during the interview process.
In the extended YouTube video, I provide five more red flags and questions to ask at interviews (including what I refer to as THE GOLDEN QUESTION) to help you uncover the values and culture of your potential new manager, team, and organisation.
I also included additional tips, such as researching the company, asking to meet the team, and knowing when to walk away. You can watch the video here.
Introduction
Throughout my career (almost 20 years in HR followed by 16 years with my own coaching practice), I’ve helped thousands of people find and land their dream jobs, especially through my coaching, outplacement services and online training courses.
Over the years, I’ve noticed on both sides of the fence (interviewing and supporting those going for interviews) that many people become so focused on “getting that job” that they overlook or ignore critical red flags.
What I know for sure is that even if you land THE perfect job, if your values don’t align with those of your boss or the broader organisation, it can quickly become a nightmare.
Five Red Interview Flags
From micromanagement tendencies to dismissiveness about growth opportunities, here are five signs to watch out for and how to interpret them to make a more informed decision about your next potential role.
1. Micromanagement Tendencies
One of the most evident signs of a toxic management style is micromanagement. Managers who constantly need to “keep a close eye” on their team, be involved in every detail, or have strict approval processes may struggle to trust their team. This lack of trust can create an environment where employees feel stifled and unable to perform independently.
What to Watch For: If the manager frequently mentions being “hands-on” or needing to step in to ensure tasks are done correctly, they may be inclined toward micromanaging.
Phrases like “I like to stay involved in every aspect” or “I need to review everything before it goes out” can indicate that the person doesn’t trust their team to operate autonomously.
2. Vagueness About Team Morale and Team Turnover
High turnover rates or low team morale can signal deeper issues within the team or management style.
If the manager is evasive when asked about employee retention or team dynamics, it’s possible that they are not transparent about the role’s challenges or work environment.
What to Watch For: It’s worth noting if they avoid answering questions about team morale or turnover or respond negatively about former employees.
Comments like, “People just couldn’t handle the workload” or “We’ve had issues with certain people” can hint at a high-pressure or unsupportive work culture.
3. Overemphasis on “Working Hard” and “Going Above and Beyond”
Every job requires commitment, but if a manager places excessive emphasis on working long hours, “going the extra mile,” or “doing whatever it takes,” they may have unrealistic expectations around work-life balance.
Such managers often praise “sacrificing” personal time for the company, which can lead to burnout.
What to Watch For: Statements like “We need people willing to go the extra mile” or “This is a fast-paced environment, so everyone has to give their all” may signal an expectation of excessive unpaid overtime, working long hours or lack of boundaries.
A healthy manager will acknowledge the importance of balance rather than implying that you must always prioritise work over everything else.
4. Lack of Clarity on Expectations and Role Definition
If the manager struggles to clearly outline responsibilities, priorities, or what success looks like in the role, it may indicate that they are unprepared or expect you to navigate responsibilities without much support.
A lack of role clarity can create confusion, frustration, and constant shifts in priorities.
What to Watch For: When you ask about the role, pay attention to how specific and organised their responses are.
If they use vague terms like “you’ll figure it out as you go” or can’t clearly explain day-to-day responsibilities, this could indicate that they are unclear about the role themselves, which could lead to ongoing role changes or shifting priorities.
5. Focus on Past Conflicts or Blaming Others
A manager who frequently mentions past team conflicts or shifts blame onto former employees could signify a toxic, blame-focused culture.
These managers may lack accountability and instead criticise their team when things go wrong rather than supporting them.
What to Watch For: If they talk about former team members negatively or say things like, “I just couldn’t get them to perform,” it’s a red flag.
Good managers take responsibility and look for solutions rather than criticising others or harbouring grudges about past issues.
The Wrap-Up
It’s important to note that this list is not exhaustive (plus, I have an additional five red flags in the YouTube video), and no point should be taken in isolation. However, it does give a good indication of where you may wish to dig a bit deeper.
Remember, an interview is a two-way street. While you’re working to impress, you should also feel empowered to ask insightful questions to understand if this role is truly the right fit for you.
If you’re going to dedicate the next few years to working for a company, you need to know it’s not just the right job but the right employer for you. Making that mistake can cost you dearly.
A supportive, empathetic, and growth-oriented manager can make a world of difference in your career and overall happiness at work. If you’re a regular follower of my content, you’ll know the consequences of ending up in a harmful/toxic work environment.
Remember, this is not just about getting a job—and I appreciate that sometimes you may be desperate—but if possible, it’s better to wait for the right job in the right company rather than jump into something because you failed to do your due diligence, e.g., research, and ask the right questions.
What Next?
I have an online’ Your Dream Job’ programme if you’re starting your New Year’s job search and need an extra boost. Thousands of people have used it to find their next ‘right’ role. Click here for more information.
It includes individual courses (which can be purchased separately) including:
How to Write a Brilliant CV
Foolproof Interview Skills
Finding Your Dream Job
Interview Presentation Skills
‘Get Clear’ (on what you want from your next job)
Again, in the extended YouTube video, I provide five more red flags and questions to ask at interviews to help you uncover the values and culture of your potential new manager, team, and organisation.
I also included additional tips, such as researching the company, asking to meet the team, and knowing when to walk away. You can watch the video here.
If there are any specific subjects you’d like me to cover in upcoming content (it’s always so helpful!) or if you’d like help with any of the topics I discuss, message me at info@jobanks.net.
Finally, if you enjoyed this article and haven’t yet signed up to get my weekly newsletter straight to your inbox, hit the ‘NEWSLETTER’ tab at the top of the page.
As always, thanks for your continued support.
