With all the uncertainty in the economy and job market, it’s fair to assume that most will likely make a job change within the next 2 years. By individual choice, or no choice of their own. Transitioning into a new role can be a varied experience, however, it’s most important for everyone to know what to look for in an organization.
So much energy is put into looking for problems, avoiding problems, and conflict resolution, but very little thought into what positives to identify. Knowing the negatives to watch out for is great, but it only puts us in a constant victim and responsive mindset. This is why, in this article, we’ll be going over some green flags you can use to identify an organization to be proud of!
Recognition Is Easily Given
The worst thing for someone working anywhere is to be putting in 100%, or more, of effort, and never being recognized. This hurts a person’s morale, ability to invest in the team, and own personal growth. Good organizations easily identify this and make sure to ensure their teams are empowered to uplift each other. Doing this regularly, and unbiasedly, as possible.
Insulated Power Circles Are Minimal
It’s crazy to think of how much we are taught to work hard, apply ourselves, and you’ll succeed is such a false narrative in life. In truth, this amounts to very little output without other external factors coming into play. Especially in our careers. Unfortunately, this negatively shows up often in the workplace with “power circles“.
I define power circles as groups in the company that use the social aspect of career progression to ensure those within their group are accelerated. No matter what! Not to say that there aren’t people who have been pushed through the ranks this way who were deserving, but more than not, most aren’t.
A good organization understands the need for social equity in career growth but also understands that people are people. Not everyone is the same, and nobody should be marginalized because they don’t happen to fit the status quo.
No “Authentic” Self Talk
In truth, any company that wants its employees to be their “authentic” selves is really stating the opposite. Speaking from experience, this should be translated into being a cookie-cutter representation of what the overall majority identifies as authentic. Not to say those that initiated it didn’t have good intentions, it’s just that when doing anything in group settings, you must first understand the nature of people.
Self-preservation and self-importance are primal instincts we all have. With those two innate qualities in mind, group thinking will always take hold and mold the idea of what “authentic” is based on the overall majority of similarities.
Management Isn’t Self Serving
The worse thing at any branch of the managerial tree is being self-serving. Being a manager in corporate America today is viewed more as a status symbol or sign of importance. As opposed to its true nature, a selfless job where your only goal is to support and uplift your team. A good saying that fits here would be, “Power doesn’t corrupt, it only highlights the inadequacies of a person or system.”
Management at all levels should understand the success of the team is their success, and failure is theirs. It’s your responsibility to translate and deliver what objectives need to be done, and trust in your team to get them accomplished. Nothing more. It’s hard to pinpoint where this perversion of the title manager came from, but it’s definitely something you’ll need to look out for in choosing an organization.
In the times we’ve been living in since the Pandemic, it’s now more important than ever to align yourself with companies that have your best interest and whose value system you can thrive in. It’s important to understand red flags and be able to identify them. While at the same time, green flags are just as important to distinguish as well. These shouldn’t be forgotten, as these are the things that will propel you in life and career.