Indicators of Employee Dissatisfaction

I’ve been in executive search long enough to see a pattern: - A company is struggling with high turnover. - They invest heavily in recruitment, employer branding, and hiring incentives. - They get excited about strong candidates-only to lose them at the final stage. Why? Because top candidates aren’t just evaluating the role-they’re evaluating the company. And the truth: If your culture is broken, your hiring process is just window dressing. Executives love to ask, “How do we attract A-players?” But they don’t always ask, “Why would an A-player choose to stay here?” - Great candidates don’t just look at salary-they look at reputation. And in the age of Glassdoor, Blind, and LinkedIn, company cultures are an open book. - They talk to past and current employees. If your people aren’t recommending your company, that’s a flashing red flag. - They assess leadership in interviews. A hiring process filled with vague answers, unclear expectations, or high-pressure urgency screams dysfunction. Your ability to recruit top talent is directly tied to your ability to build a culture that people actually want to work in. Too many leadership teams try to “sell” candidates on a dream instead of addressing the real issues driving people away. - Telling half-truths → “We have a strong culture!” (But turnover is high, and employee engagement scores are low.) - Hiding red flags → “Work-life balance is important to us.” (But leadership quietly expects 70-hour weeks.) - Ignoring internal data → Exit interviews consistently show the same culture problems, but leaders dismiss them as “one-off cases.” The best candidates don’t fall for PR spins. They see the gaps. And when they do? They walk. Leaders Need to Audit Themselves Before Hiring If you’re struggling to attract and retain top talent, ask yourself: ✅ Would I enthusiastically recommend this company to my own network? ✅ What are the top reasons employees leave-and are we actually addressing them? ✅ Are we coaching and developing leaders, or just cycling through people?  Culture isn’t what you write in your job descriptions-it’s what candidates hear in backchannel conversations. 📩 If you’re ready to build a culture that attracts—not repels—top talent, let’s connect. #ExecutiveCoaching #Leadership #TalentStrategy #CultureMatters #HighPerformanceTeams

 After several years in clinical research, I can spot a toxic workplace in the first interview. Here are the red flags I wish I'd known at 25. I've sat across from hiring managers who smiled while describing nightmares. "We're like a family here" = We have no boundaries "Fast-paced environment" = Chronic understaffing "We wear many hats" = No clear job description "Competitive salary" = Below market rate But the biggest tell? How they answer this question: "What happened to the last person in this role?" Their response tells you everything. I once interviewed at a CRO where the hiring manager said: "She just couldn't handle the pressure." Red flag? More like a red billboard. Here's what I look for now: TOXIC SIGNS: • High turnover mentioned casually • Vague answers about work-life balance • "We work hard, play hard" culture • No questions about YOUR goals • Rush to make an offer • Current employees look exhausted • Manager talks over you • Zero diversity in leadership • "Other duties as assigned" appears 5x GREEN FLAGS: • Clear growth paths discussed • Specific examples of employee development • They ask about your preferred work style • Transparency about challenges • Current team members interview you • Realistic timeline expectations • Manager listens more than talks • Actual work-life balance policies • They check YOUR references too The interview where I knew I'd found gold? The hiring manager said: "The last person got promoted to Lead CRA after 18 months. We're looking for someone with similar growth potential." Then she asked: "What does success look like for you in 2 years?" That's when I knew. They weren't filling a seat. They were investing in a person. I took that job. Best decision of my career. Remember: You're not desperate. You're discerning. The right role is worth waiting for. The wrong one will cost you more than money. Trust your gut. If something feels off in the interview, it only gets worse once you're in. What red flag have you learned to spot? Drop it below. Let's help each other dodge bullets. Need help to interview better? DM me. #ClinicalResearch #JobInterview #WorkplaceCulture #CareerAdvice #ToxicWorkplace #Leadership

There’s something even more powerful than a job description. And 99% of people overlook it. When 3 years ago I was considering a new role, I set an intention: "To truly understand the company’s culture before making a decision." And guess what? It revealed things I never expected... The company looked great on paper: → Competitive salary → Strong benefits → Promising growth opportunities But the deeper I looked, the more I started noticing these red flags: 🚩 Lack of transparency – If they’re not clear about expectations, the role, or growth paths, be cautious. 🚩 High turnover – Constant churn in employees can signal deeper issues within the organization. 🚩 Vague company values – If the company's values aren’t defined or consistently communicated, it’s a major warning sign. 🚩 Limited growth opportunities – If the company can’t offer a clear path for advancement, you’ll likely hit a ceiling fast. 🚩 Poor work-life balance – If the job description implies long hours or an always-on culture, reconsider. 🚩 Unclear reporting structure – If no one knows who you’ll report to or how decisions are made, that’s a red flag. 🚩 Overemphasis on ‘hustle’ – When success is glorified by how much you work, burnout is inevitable. 🚩 Negative reviews – If former employees consistently leave negative reviews, listen to them. 🚩 Absence of diversity and inclusion efforts – A lack of representation or commitment to inclusion can limit your professional growth. 🚩 Leadership doesn’t listen – If leadership doesn’t take feedback or isn’t open to new ideas, you’ll feel stuck. 🚩 Toxic positivity – When everything is ‘fine’ but the energy feels off, it’s a sign to proceed with caution. 🚩 Unclear compensation structure – If they can’t clearly define salary, bonuses, or perks, you’re likely in for surprises later. 🚩 Lack of innovation – If the company isn’t evolving or adapting, they’re not future-proof. 🚩 No focus on employee development – If there’s no investment in training or personal growth, your potential will be limited. 🚩 Gut feeling – Trust your intuition. If something feels off, it probably is. The company may tick all the boxes, but when you listen to the subtle signs, you get the full picture. And it’s your heart that gives you the clarity to recognize them. Are you listening to your gut when considering new opportunities? Let’s talk in the comments! - ♻️ Repost to help others find a new opportunity that’s truly aligned with them 🔔 Follow me Julia Laszlo for daily insights on discovering, living, and leading with your ikigai

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

I accepted a job at a company I called “Red Flags, Inc.” Here are signs during the interview I wish I’d noticed: 🚩 “We're a big company that acts like a startup.” ↳ Translation: Work long hours and don’t expect boundaries. 🚩 “Our team thrives under pressure.” ↳ Translation: You’ll be running on fumes in no time. 🚩 “I don’t want to throw anyone under the bus, but…” ↳ Translation: Blame culture ahead. 🚩 “You're going to wear a lot of hats.” ↳ Translation: Here’s your surprise second (or third) job, no extra pay included. 🚩 “WFH can be discussed with your manager.” ↳ Translation: Remote work is not a given — good luck fighting for it. 🚩 “Sorry, I need to reschedule again…” ↳ Translation: Your time is not a priority to us. 🚩 “I don't know that [other interviewer] was right about that.” ↳ Translation: Lack of alignment between departments and individuals, so don't expect clarity... ever. 🚩 “You’ll hit the ground running from day one!” ↳ Translation: No training, just sink or swim. 🚩 “We do whatever it takes to get the job done.” ↳ Translation: Late nights, weekend work, and zero work-life balance. Recognizing these signs early can save you from burnout and frustration later. Protect your time, your boundaries, and your mental health. ♻️ Share this to help someone else avoid their own “Red Flags, Inc.” moment.