During an interview for a position, psychologist Sabina Read (pictured) said it’s important that candidates ask questions about the position and the work culture
Micromanagement, a high workload and multi-role adoption are among the workplace “red flags” that Aussies are most concerned about when starting a new role.
When interviewed for a position, psychologist Sabina Read of recruitment agency SEEK said it’s important for candidates to ask questions about work culture.
“If you enjoy working in niche or specialist roles, beware if you are asked to perform a wide variety of tasks or be a jack of all trades,” she said.
“And if you value time outside of work, then taking on a new role that is tough during overtime or after-hours can be a disaster for you.”
Micromanagement is a term used to describe when a boss or senior employee keeps a close eye on employees to make sure work gets done.
Ms. Read said this type of management can reduce the effort and pride employees put into their jobs and make them feel controlled, mistrusted, disrespected and dissatisfied.
“Some of us may be beginning to wonder why we were offered the role if our manager needs to be involved every step of the way,” she said.
“We are committed to learning, challenging ourselves and growing – and micromanagement can mitigate these needs, and for some, even lead to resignation.”
2. Wearing too many ‘hats’ within the organization
You should consider how often you are asked to take on tasks or responsibilities beyond their job description as this can negatively impact your workload and stress levels.
“If you’re constantly taking on extra work that doesn’t contribute to your growth or development, it can negatively impact your ability to focus on your current position and the career goals you’ve set,” said Ms Read.
“The most important thing is that you consciously determine the scope of your role, rather than being dragged into a direction that doesn’t align with your vision.”
Micromanagement is a term used to describe when a boss or senior employee keeps a close eye on employees to make sure work gets done. Ms Read said this type of management can reduce the effort and pride employees put into tasks (stock image)
3. Lack of boundaries between personal and professional life
With more people working from home, the boundaries between work and private life are often blurring.
Ms Read said the increased reliance on mobile technology is creating the pressure to be ‘always on’ more than ever before, which can leave employees feeling outraged, eroded, overwhelmed and at risk of burnout.
4. A high-performance culture
When we work in a high-performance culture, there can be an expectation to move forward every time to achieve goals, no matter how we feel, said Ms. Read.
High-quality corporate cultures are a set of strict behaviors encouraged by work leaders or managers to help employees work as efficiently and effectively as possible in a short period of time – usually for a reward.
This can range from making all customers happy in a retail environment to meeting deadlines early or on time in an office environment.
“A high-performance culture may seem exciting at first, but over time it can pay off for stretching ourselves competitively and exhaustingly at every turn,” she said.
This can eventually lead to the short-term adrenaline rush being traded for high levels of anxiety and stress in the longer term.
When we work in a high-performance culture, there can be an expectation to move forward every time to achieve goals, no matter how we feel (stock image)
5. High working pressure
If you start to feel fatigued or stressed at work, chances are your workload is beyond your capacity.
For this reason, it’s important to stay in touch with how you’re feeling while working and consider whether it’s worth talking to your boss about it.
“If you often feel like you need to take a break to ‘get away’, the total load is probably too great,” Ms Read said.
“Feeling tired, stressed, and as if there is little rest can lead to fatigue, resentment and result in lower levels of productivity and job satisfaction.”