Looking back on past roles, I’ve realized certain company behaviors were actually huge green flags I didn’t recognize at the time. For me, it was managers being transparent during hard times. What are yours?

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Managers that champion their team’s work vs. hinder their growth and visibility. Bonuses or 401k contributions were another.

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When leadership is open to listening to feedback AND actually acts on it through real changes not just surveys for show. It shows they trust their people and care about evolving, not just maintaining the status quo.

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Amazing! I want to lead like that

Recognizing work and giving credit where it’s due. At the end of the day the paycheck is my recognition, but there is something really amazing about leadership seeing and announcing contributions that others make. Instills a lot of positive feelings at work.

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I agree 100%, that makes a huge difference in morale

For me, it was leaders who encouraged taking PTO and never made you feel guilty about it. At the time I thought it was just "nice," but now I realize how rare that kind of culture really is.

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That sounds like a dream!

Assigning me projects that were JUUUUUST above my pay grade. They saw potential in me and had confidence I could figure it out. (Always had the right to decline and received a lot of positive feedback after.)

Executing on a strategy. I transitioned from and agency to in-house and quickly realized why companies depend on agencies so much.

I look at as a combination of a few things: 1) need to have a strategy and be able to explain to your team and stakeholders 2) aligning the work of your team to a strategy. I’ve often felt like I was on a fools errand when trying to accomplish a task or small project that just wasn’t considered ‘real’ be other teams or departments for me to find out it was my boss pet project that had no leadership buy-in and I was perceived as wasting peoples time. 3) understanding the relationship between empowerment and authorization. I’m often given an assignment but don’t have approval or signing authority to get the resources, partners or software I need to accomplish that goal and it’s like my own leadership doesn’t believe when I request what I need.

Then you zoom out and across the department you struggle to understand how the different teams and initiatives are helping drive growth.

So being able to articulate a strategy in the sense of where are we going, how are we getting there is a green flag. I never knew I needed it until I didn’t have it.

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I've noticed that sometimes I still have lingering questions. ❔

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